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If all you’re talking about when you talk about hybrid is whether people will work at the office or at home, you’re missing the deeper conversation. When the pandemic shifted the world of work to remote in 2020, people had to learn to connect in new ways. They dialed in from home offices, couches, bedrooms, or even (the lucky ones) from beaches. And paradoxically, communicating from afar actually helped people get to know each other better. Connecting from outside of the office brought new worlds into the world of work; people got to know each other’s homes, families, pets. There was a level of intimacy associated with calling from your personal space that drew people together in new and deeper ways. Employees got to know—and embrace—all aspects of their colleagues, not just the work personas they brought into the office. If there is one thing that we want to retain from remote work lockdown, it is this: We don’t want people going back to masking who they are at work. Getting hybrid right will be about embracing your people in their entirety. Companies must be willing to see who their employees are and who they want to be, and allow them to choose to work in the ways that best play to their strengths. It has always been clear that every person’s work needs and preferences are unique, but the traditional organizational structure has never recognized this. No one-size- fits- all model will allow every employee to flourish. Some people love working from home every day; others despise it. For most, there’s a happy medium somewhere in the middle. And it is through embracing flexibility and different modes of working that companies will get the most out of their people and incur the greatest benefit for their business.