Hybrid work—everyone thinks they have the solution. But sitting down with John Wichmann, CEO and founder of Gather Sciences, made me realize something: it’s way more complicated than most of us assume. John’s journey through entrepreneurship, particularly tackling the complexities of hybrid work, taught me a lot—not just about business but about getting people to truly engage with where they work.
The truth is, hybrid work isn’t as easy as telling employees they can work from home whenever they want. There’s a lot more nuance to it. John’s approach, built on his own experiences, really opened my eyes to the mistakes companies are making and how they can course-correct. Let me share two key points from our conversation that are worth noting, especially if you’re trying to figure out this whole hybrid work thing.
1. Hybrid Work Needs Purpose, Not Flexibility for the Sake of It
One of the first things that struck me during my chat with John was how strongly he feels about the importance of being intentional with hybrid work. It’s not enough to just say, “Let’s go hybrid!” and expect everything to fall into place.
John put it best when he said, “You have to give people a reason to come into the office.” Hybrid work needs to have structure and meaning; otherwise, employees are just wasting their time (and resenting their commute). He’s seen firsthand how companies that don’t put thought into their hybrid strategies end up with disengaged teams. When there’s no clear purpose for why employees need to show up, resentment builds, and that’s way harder to fix than disengagement.
John’s company, Gather Sciences, helps businesses figure out how to create a hybrid model that actually works for both the company and its people. The trick? Intentionality. As he shared, “If you’re going to ask people to drive in, make it worth their while.”
Key Takeaways from Our Discussion:
- Don’t take a one-size-fits-all approach. Every company is different, and your hybrid model needs to reflect your unique culture and goals.
- Be intentional with office time. If your employees feel like they’re wasting time in traffic just to sit in an office doing what they could do at home, you’re creating resentment.
- Focus on employee value. Employees need to feel like coming into the office benefits them, not just the company.
2. Data Should Be Your Best Friend, Not a Crutch
Another thing I learned from John is how essential data is in making hybrid work successful, but not in the way most companies think. John wasn’t shy about calling out companies that obsess over tracking productivity as a way to gauge the effectiveness of hybrid work. “It’s not about tracking every minute,” he explained. “It’s about understanding how the work environment—whether at home or in the office—helps or hinders forward momentum.”
I loved that John uses data not to micromanage but to guide decisions that benefit both the company and its employees. For example, Gather Sciences tracks space usage, employee feedback, and other data points to help companies see where they can improve. But instead of focusing on how much work gets done, they look at how the hybrid model supports the team’s ability to move projects forward, collaborate, and build momentum.
As John said, “You can’t fix what you don’t understand.” And that’s where data comes in—not as a tool to control employees, but as a way to identify what’s working and what needs tweaking.
What I Learned from His Experience:
- Data isn’t about control. It’s about understanding how your hybrid work strategy is helping or hurting your team.
- You need to listen to your employees. Gathering feedback from your team is just as important as tracking how they use the office space.
- Data can inform intentionality. If you see that employees aren’t finding value in coming into the office, adjust your strategy accordingly.
Reflections from the Interview
After the conversation with John, I found myself thinking more deeply about the challenges of hybrid work. It’s easy to fall into the trap of thinking you’ve figured it out just because you gave people more flexibility. But as John shared, there’s a lot more to it than that. Hybrid work is about creating a model that genuinely benefits both the company and the employees. And it’s not something you can just set and forget.
John’s balanced approach—using data while keeping a human element at the forefront—is something I’m taking to heart. His insights made me realize that being intentional with hybrid work goes beyond office policies and productivity metrics. It’s about designing a work model that keeps your team engaged, happy, and productive.
Here’s What I’m Taking Away:
- Flexibility without purpose is useless. If there’s no clear reason for employees to come into the office, they’ll resent it.
- Listen to what the data says. Don’t just collect data for the sake of it—use it to make informed decisions that improve your work environment.
- Hybrid work is a two-way street. Both the company and the employees need to benefit from the arrangement.
- Momentum matters more than productivity. Instead of tracking every hour, focus on how well your team is moving projects forward.
- Keep evolving your hybrid model. What works today might not work tomorrow. Stay open to changes and adjustments based on feedback and data.
Final Thoughts
If there’s one thing I took from my conversation with John Wichmann, it’s that hybrid work isn’t a one-and-done deal. It requires ongoing effort, feedback, and intentionality. Whether you’re an entrepreneur or leading a team within a larger company, you need to take a thoughtful approach to hybrid work. It’s not just about letting people work from home—it’s about making sure the time spent in the office adds real value.
If you want to learn more about John’s journey and his insights on hybrid work, I highly recommend checking out the full episode. You’ll find plenty of actionable takeaways that you can apply to your own business.
Don’t miss the full episode with John Wichmann on the Never Been Promoted podcast: Hybrid Work vs. Fully Remote: Which is Better? | John Wichmann
CONNECT WITH JOHN WICHMANN:
Website (Company): https://www.gathersciences.com/