Designing hybrid workplaces that actually work

Summary

The article by Rich Owen (Director of Collaboration Architecture, Unisys) argues that hybrid working isn’t just a logistical problem to be solved with video calls and laptops. While many employees report higher productivity, hybrid and remote models have also produced disengagement, fractured teams and rising burnout.

Owen identifies three core priorities for designing hybrid workplaces that genuinely work: equity (ensuring remote and in-office employees have equal access to opportunity), focus (protecting time for deep work by reducing digital noise) and connection (creating spaces—both physical and digital—that foster collaboration and context). He warns against piling on more tools and instead urges organisations to integrate technology thoughtfully and design workplaces with people in mind.

Key Points

Strong business results can mask a hidden crisis of low engagement and disconnected teams in hybrid settings.
Digital transformation often creates “digital chaos”—too many apps, excessive meetings and time lost toggling between tools.
Employees face constant interruptions; organisations must protect focus with protocols, focus-time and smarter scheduling.
Hybrid work risks creating inequality where on-site staff gain informal advantages over remote colleagues; equity must be designed into systems and processes.
Successful hybrid workplaces combine the right technology with intentional office design to foster connection, creativity and well-being.
Organisations should move from reactive tool adoption to proactive workplace design that reduces friction and supports talent attraction and retention.

Context and relevance

The piece speaks directly to HR leaders, IT heads and line managers grappling with the practical impacts of hybrid arrangements. It connects to broader trends: rising meeting volumes, attention scarcity, the skills shortage and increased competition for talent. The article offers a strategic reframing—view hybrid not as an accommodation but as a differentiator that must be engineered for equity, focus and connection.

Why should I read this?

Quick and useful — if you manage people or design workplaces, this is worth five minutes. It cuts through the noise: more apps aren’t the fix, fairness and focus are. Read it for practical clarity on where to start fixing hybrid headaches.

Author style

Punchy: Rich Owen calls out the hidden cost of hybrid work and pushes leaders to design for human outcomes, not just roll out technology. If you care about retention and real collaboration, pay attention to the detail.