Could Hybrid Work Pave the Way for More Inclusive Internal Communication in Geographically Dispersed Organizations?

In the wake of the COVID-19 pandemic, workplaces continue to evolve, with many organizations around the world adopting a hybrid model where employees may work entirely in person, fully remotely, or in some combination of the two. With these changes, and the resulting reduction in in-person interactions in the workplace, it has become important to understand the potential impacts on internal communication. Internal communication makes vital contributions toward organizational effectiveness and employee engagement, and failure to comprehend the evolving nature of this communication in a hybrid workplace may have significant ramifications for organizations. As such, we undertook this study to describe the challenges and opportunities posed for internal communication by the global move toward hybrid workplaces. The research was done by means of a mixed-methods case study, set in a geographically dispersed international development organization. This involved conducting qualitative semi-structured interviews with internal communication practitioners and distributing a quantitative online survey to selected employees to gauge their perceptions of the impact of a shift to hybrid working on internal communication within the company. Findings suggest that while there are challenges to internal communication in a hybrid workplace, this evolution may also have created opportunities for communication that is more intentional and more inclusive of geographically dispersed employees. This is primarily due to increased use of digital internal communication channels, as well as heightened focus on equitable communication. This study contributes to the growing body of research on the impact of hybrid workplaces on internal communication, adding insights into the implications for global organizations with geographically dispersed employees.