A study by the research firm Gartner found that a hybrid work model significantly boosted employee engagement and sense of inclusion.

Remote work can also lead to a sense of isolation among certain employees. A Gensler Research Institute survey found respondents missed most about being in an office were meeting and socializing with colleagues. Further, 7 out of every 10 employees felt more isolated after switching to remote work.

• Encouraging remote workers not to work from home exclusively.
• Urging remote workers to unplug.
• Establish a broad network—and don’t talk about just work.
• Leverage the flexibility. Leaders can make certain that remote workers vary their daily downtime.
• Remind remote workers they’re important team members. Solicit input and feedback from remote workers. Routinely ask them what they would do differently to strengthen the remote work experience.

Employees value greater flexibility, and any sweeping form of transformation that fails to address this is missing an essential target. Leaders often fail to realize just how important genuine flexibility is—so much so that their views of it differ substantially from that of their workforce.

The transformation which includes a significant digital role can narrow that chasm, and digitalization can help cement a commitment to flexibility—a cornerstone of employees’ view of an engaging and supportive place to work.