Hybrid Work Performance

Hybrid work performance refers to how well employees and teams achieve their goals, maintain effective behaviors, and deliver outcomes in a hybrid work environment. It encompasses the quality and impact of their work – not just how much work gets done, but how effectively it’s done – across both remote and in-office settings. This concept is distinct from productivity, which narrowly measures output (like tasks completed or hours worked) relative to input. In other words, performance is about what is accomplished and how (including goal attainment and quality), whereas productivity is about how much output is produced hrmguide.io . Both are important, but understanding the difference is crucial for managing hybrid teams. Below, we explore hybrid work performance in depth – including how it differs from productivity, the role of leading vs. lagging indicators, key metrics for individuals and teams, and how to track it using data-driven tools. What is Hybrid Work Performance? Hybrid work performance can be defined as the overall effectiveness and outcomes of work done in a hybrid model (where employees split time between remote and in-office work). It evaluates how successfully individuals and teams meet their objectives, collaborate, and uphold company standards when working flexibly. Unlike simple productivity measures, which might count how many hours someone logged or how many widgets they produced, performance takes a broader view. It includes goal achievement, work quality, behaviors, and results in context. For example, an employee could log many hours (high productivity) but achieve little of strategic value or work inefficiently; conversely, a hybrid team might complete a critical project with excellent quality and collaboration (high performance) even if their output volume was moderate. In a hybrid workplace, measuring performance means looking at outcomes and effectiveness rather than just physical presence or busywork. This is especially important because old metrics like “time in the office” or visible activity don’t tell the real story of success in a flexible setup worklytics.co worklytics.co . Hybrid work performance is about ensuring that whether employees are at home or on-site, they are contributing meaningfully to organizational goals, maintaining productivity and engagement, and adapting to new ways of working. It’s a comprehensive view that balances People, Patterns, Place, and Purpose – the four pillars of Gather Sciences’ Balanced Hybrid™ framework – to make hybrid work high-performing rather than haphazard gathersciences.com . Performance vs. Productivity in a Hybrid Workplace It’s easy to confuse performance with productivity, but they are not the same thing hrmguide.io . Productivity is typically a measure of output over time or input – for instance, the number of tasks completed or sales calls made in a day. It focuses on quantity and efficiency. Performance, on the other hand, is about quality, effectiveness, and goal attainment hrmguide.io . In an HR context, performance refers to how well an individual fulfills their responsibilities and achieves goals, while productivity refers to the volume or value of output relative to input hrmguide.io . In practice, this means someone can be a high performer without having sky-high productivity metrics, and vice versa. For example, a software developer might write slightly fewer lines of code (productivity) but create a feature that greatly improves user experience and meets a key business goal (performance). Or an employee could appear highly productive (lots of output) but produce low-quality work or work on the wrong priorities, indicating poor performance. Understanding this distinction is critical for hybrid work success. Focusing solely on individual performance metrics (like subjective performance ratings) without examining productivity can hide systemic issues – for instance, a star employee struggling due to a broken process. Conversely, focusing only on productivity (like hours online or emails sent) can misjudge employees who work smart rather than nonstop. HR leaders need both lenses: performance is person-centric (used for evaluations, development, etc.), while productivity is system-centric (used for workflow and process improvements) hrmguide.io . A hybrid environment especially demands clarity on this difference, because managers can no longer rely on “butts in seats” as a proxy for either. As experts note, rewarding individual performance without addressing productivity barriers (or vice versa) can lead to burnout and missed opportunities hrmguide.io . Key takeaway: In hybrid teams, evaluate success on outcomes and behaviors in context, not just output volume. An employee’s performance includes how they collaborate, innovate, and meet goals, whereas productivity is a narrower gauge of throughput. Balancing both ensures you don’t penalize remote staff for being “out of sight” (a known risk like proximity bias) and that you identify when a process, not a person, is the bottleneck. Leading vs. Lagging Performance Indicators To track hybrid work performance effectively, it’s important to use both leading and lagging indicators. These terms come from performance management and analytics, and they help differentiate between metrics that predict future success versus those that reflect past results bmc.com . Lagging indicators measure what has already happened. They are outcome metrics that lag behind the work, showing final results or achievements. For example, a lagging indicator of team performance could be quarterly sales revenue, project completion rate, or customer satisfaction score at quarter-end. These metrics confirm whether the desired result was achieved, but they often change slowly and only tell you after the fact how you did geckoboard.com bmc.com . In a hybrid workplace, a lagging indicator might be something like an annual employee performance review rating or the year-end turnover rate – useful for judging success, but too late to course-correct. Leading indicators measure inputs or activities that drive future outcomes. They “lead” to results by giving early signs of progress (or problems) toward your goals geckoboard.com bmc.com . These are typically more frequent, smaller-scale metrics that you can monitor in real time. In a sales example, while revenue is lagging, a leading performance indicator might be the number of client meetings or proposals sent this month – activities that predict future sales. In a hybrid team context, leading indicators could include things like weekly 1:1 meeting frequency between managers and staff, training hours completed, or response times to teammates’ requests. For instance, if managers consistently hold weekly check-ins with their hybrid team members, it’s a positive leading indicator that can boost engagement, whereas a drop in these check-ins might signal future morale or turnover issues worklytics.co worklytics.co . Another example: employee sentiment scores from pulse surveys can serve as a leading indicator – a dip in engagement or rise in stress may foreshadow performance problems long before productivity or turnover suffers. In essence, lagging indicators are the result (e.g. project delivered, goal met or missed), and leading indicators are the drivers (e.g. behaviors and conditions that influence those results). Both are critical. Lagging metrics tell you if you achieved success, while leading metrics help explain why or predict if you’re on track to achieve it bmc.com bmc.com . Especially in a hybrid setting, relying only on lagging measures (like quarterly outcomes) can leave managers blind to issues until it’s too late – by the time a problem shows up in lagging data (say, a decline in output or goal attainment), the damage is done worklytics.co . By tracking the right leading indicators (such as collaboration frequency, support levels, or workload balance), organizations can adjust course proactively. Example: In hybrid teams, employee satisfaction is often considered a lagging indicator – by the time annual survey scores reveal disengagement, performance may have already suffered worklytics.co . However, a leading indicator like 1:1 meeting cancellation rate (if managers cancel more than 10% of one-on-ones, for example) can warn of potential morale or communication breakdowns early worklytics.co . A high cancellation rate might predict future turnover risk, whereas maintaining regular check-ins (leading metric) increases engagement by keeping people supported worklytics.co . Bottom line: Use a mix of both types. Leading indicators enable real-time adjustments and guide your team before final results are in, while lagging indicators help you assess ultimate success. In tracking hybrid work performance, combining them provides a more complete and timely picture bmc.com bmc.com . Key Performance Metrics for Hybrid Teams What specific performance metrics should hybrid workplaces track? The answer spans both individual and team-level KPIs (Key Performance Indicators). Effective hybrid work KPIs include a blend of outcome-focused metrics and behavioral metrics, covering productivity and engagement. Below are examples of metrics for individuals and for teams, along with what changes in those metrics might signal: Individual-Level Performance Metrics: These assess how each employee is performing in a hybrid setup, beyond just counting hours or output. For individual contributors, consider metrics like: Goal or OKR Attainment (%) – The percentage of an individual’s objectives (OKRs) or key results achieved in a period. High attainment means they’re meeting targets; a drop might signal the person is struggling with workload, unclear priorities, or needs support. Focusing on outcome-based metrics like goals achieved (rather than just activities completed) ensures performance is tied to results evalflow.com . If an employee’s goal completion rate consistently falls short, it could indicate skill gaps or obstacles in their hybrid workflow that need attention. Quality of Work (Error Rates or Rework) – This measures the quality and effectiveness of an individual’s output. For example, a customer service rep’s error rate or a developer’s bug count. Fewer errors and minimal rework suggest high performance and attention to detail. If error rates start rising, it may signal issues like poor focus, inadequate training, or challenges in the remote work environment affecting concentration. Conversely, improvements in quality metrics imply the person is mastering their role or benefiting from a better support system. Quality metrics are a reminder that more output isn’t better if quality suffers – a key consideration in hybrid work performance vs. raw productivity. Task Efficiency (Completion Time or Throughput) – How efficiently does the person complete assigned tasks or projects? This could be tracked via average task completion time or throughput per week. If an employee’s tasks consistently take longer than expected, it might indicate distractions, overload, or unclear processes in their hybrid workflow. Improving task efficiency (shorter completion times without sacrificing quality) signals that the individual has optimized their work habits or that hybrid arrangements (tools, environment) are well-aligned with their tasks evalflow.com . Sudden changes in this metric – e.g. a sharp increase in time taken – could flag burnout or personal challenges, prompting a check-in. Engagement & Initiative – While a bit softer to measure, there are proxies like an individual’s participation in voluntary projects or mentorship, and their responsiveness to team needs. For instance, tracking discretionary effort such as volunteering for new initiatives or contributing ideas. High engagement metrics (like frequent contributions in meetings or active involvement in knowledge sharing) show the employee is motivated and connected to the team. A decline – for example, if someone stops contributing in discussions or avoids optional projects they used to enjoy – might signal disengagement or wellbeing concerns. In hybrid settings, managers often use regular pulse survey scores per individual as a metric for engagement and well-being (e.g. “pulse” feedback on stress or job satisfaction) evalflow.com . A drop in an individual’s engagement score or a pattern of quiet quitting (meeting minimal expectations only) is an early warning that performance could suffer if not addressed. Customer Feedback or Satisfaction (for client-facing roles) – For roles that interact with customers or stakeholders, individual performance can be measured by feedback ratings or satisfaction scores attributed to that person. For example, a technical support agent’s CSAT score or a consultant’s client feedback surveys. If an individual’s customer satisfaction metrics decline, it signals a performance issue – perhaps the hybrid arrangement is causing communication gaps or the employee is facing challenges maintaining service quality remotely. On the other hand, consistently high satisfaction marks indicate the employee is effectively balancing hybrid work to meet client needs evalflow.com . Team-Level Performance Metrics: At the team or department level, metrics focus on collective outcomes and how the group functions together in a hybrid model. Important hybrid team KPIs include: Project Completion Rate & Quality (Team Outcomes) – This is a measure of whether the team delivers projects or outputs on time and to standards. It could be the percentage of team projects completed on schedule, or deliverable quality assessments. A high completion rate with good quality indicates the team is performing well, coordinating effectively despite being distributed. If this metric drops (projects delayed, deadlines missed frequently), it may signal issues like poor coordination in hybrid mode, resource shortfalls, or communication breakdowns. Tracking outcome-based metrics like project success rates keeps the focus on results rather than just hours worked evalflow.com . Changes here often reflect how well the hybrid work policies are working for that team – e.g. repeated misses might mean the team needs more in-person collaboration or better project management tools. Collaboration and Communication Metrics – These gauge how well team members are working together across locations. Examples: participation in meetings (are team members engaged in regular virtual/in-person meetings?), cross-functional collaboration frequency (how often the team interacts with other teams), or usage of collaboration tools (like message and document sharing activity) evalflow.com . Healthy collaboration metrics (e.g. everyone routinely contributes in discussions, and there’s active cross-team project work) usually correlate with higher performance and innovation. If you see a decline – say fewer people speaking up in calls, or certain members isolated – it could signal silos or disengagement in a hybrid setting. For instance, if a hybrid team’s cross-functional project involvement drops, it may indicate they’re becoming siloed or losing touch with other departments evalflow.com , which can hurt overall performance. Managers should watch for drops in collaboration as a cue to intervene (perhaps organize an in-person workshop or improve virtual collaboration tools). Productivity & Workload Balance (Team-Level) – This includes metrics like the team’s aggregate output (e.g. tasks completed per week as a team, or sprint velocity for an agile software team) as well as how evenly work is distributed. A useful indicator is balanced workload distribution – ensuring no subset of the team is overburdened while others are underutilized evalflow.com . If metrics show some team members consistently logging overtime or handling a disproportionate share of work, the team’s performance might suffer due to burnout and morale issues. An increasing trend in average overtime hours for the team, for instance, is a warning sign of unsustainable practices evalflow.com . Ideally, teams track their collective productivity and keep an eye on workload fairness. Significant changes, like a sudden drop in output or spikes in overtime, might signal that hybrid work arrangements (scheduling, staffing, or task allocation) need adjustment. Employee Engagement & Retention (Team Health) – Team-level engagement can be measured via team eNPS (Employee Net Promoter Score) or average engagement survey results for the group. High engagement indicates the team is motivated and has a supportive hybrid culture. A decline in team engagement scores or an uptick in attrition/turnover rate is a lagging indicator that the team’s performance environment has issues – maybe lack of cohesion with remote members or perceived inequities between remote and in-office staff. Also consider psychological safety measures (whether team members feel valued and included regardless of location). If remote members of a hybrid team start to feel like second-class citizens, you might see it in lower participation or feedback comments, which directly impacts team performance quality. Tracking this via periodic team pulse surveys or 360-feedback helps catch problems early. For example, if pulse survey data shows rising stress or burnout in a team, it’s a red flag that performance may drop soon if nothing changes evalflow.com . Client/Stakeholder Outcomes – For teams that produce outputs consumed by others (internal or external), collective performance can be measured by client outcomes. For instance, a product team’s performance could be reflected in customer satisfaction and NPS for the product, a sales team by team sales growth, or an HR team by internal stakeholder feedback on programs evalflow.com . If a hybrid sales team’s revenue contribution grows, it’s a positive sign they’ve adapted well; if a normally high-performing support team sees customer ratings fall after going hybrid, it signals something in the way the team operates (perhaps communication delays or coordination issues) is hurting performance. Thus, external satisfaction metrics act as the scorecard of team performance from the consumer’s perspective. Changes here (up or down) should prompt analysis of internal processes and whether hybrid work practices are helping or hindering those outcomes. Each metric above provides insight into performance, and importantly, changes in these metrics are signals for managers. An improvement in a metric (say, higher goal attainment or better engagement) likely indicates that a change – maybe a new hybrid work policy or tool – is working well. A negative change (like declining quality or rising overtime) is an early warning of trouble in the hybrid model that needs addressing, whether through additional support, process changes, or policy tweaks. How to Track Hybrid Work Performance Tracking hybrid work performance requires a data-driven, holistic approach. Unlike the traditional office where managers could rely on observation, hybrid environments demand that we collect and analyze the right data to understand how work is happening. Here are key strategies to track performance effectively in a hybrid workplace: Use a Combination of Metrics & Tools: As outlined, include both leading and lagging indicators, and capture data on both outcomes and behaviors. Modern workplace analytics software can automatically gather data on things like digital collaboration (emails, chats, meeting frequency), project progress, and even office space utilization. For example, companies can integrate tools that monitor meeting loads, focus time, response times, and network connections to create a real-time performance dashboard worklytics.co worklytics.co . By visualizing metrics such as how many hours an employee spends in meetings vs. doing focused work, or how quickly team members respond to each other, managers can spot inefficiencies or overload before they impact results. The goal is to have an actionable dashboard that highlights when and where to intervene (e.g. if one team’s collaboration time plummets or a person’s workload spikes) rather than waiting for quarterly reports worklytics.co worklytics.co . Leverage Workplace Data (People, Pattern, Place, Purpose): Hybrid performance isn’t just about task metrics – it’s also influenced by when, where, and how people work together. Workplace data such as office attendance rates, usage of collaboration spaces, and employee sentiment plays a big role in performance. For instance, data on how often team members are in the office simultaneously (and whom they meet when there) can reveal whether in-person time is being maximized for meaningful collaboration businesswire.com businesswire.com . If data shows that a team rarely overlaps in-office, leadership might adjust “anchor days” or schedules to improve face-to-face time for activities that benefit from it. Similarly, employee sentiment data (from surveys or feedback tools) can highlight morale or culture issues in the hybrid setup. Gather Sciences’ Balanced Hybrid™ framework is an example of leveraging such data: it collects information around People (engagement and sentiment), Patterns (work patterns like schedules and routines), Place (office utilization and environment), and Purpose (alignment of work with goals) to give a comprehensive view of hybrid work effectiveness gathersciences.com businesswire.com . By bringing together these data points, organizations can see how workplace conditions influence performance – for example, does providing more flexibility (Pattern) along with purposeful in-office experiences (Place & Purpose) boost team outcomes? In practice, the right data reveals the “why” behind performance trends. If a team’s output is down, data might show they haven’t been co-working enough on complex tasks (Place/Pattern issue) or that their engagement scores dipped after a policy change (People issue). Having these insights allows for targeted improvements, like tweaking the hybrid policy or providing additional support. Employ Software for Performance Tracking: Specialized software platforms can significantly aid in tracking hybrid performance. These tools can automatically compile metrics from various sources (project management systems, communication platforms, HR systems) into one view. For example, Gather Sciences offers software modules that collect data on office use (badge swipes, desk bookings) and associate sentiment to build a comprehensive overview of how hybrid work is functioning businesswire.com . Such software can generate analytics on both productivity (e.g. how many tasks or tickets closed, system uptime) and collaboration (e.g. average meetings per employee, cross-team interaction frequency). Importantly, technology can help compare performance indicators – for instance, correlating leading indicators like meeting frequency with lagging ones like project completion to find patterns. Automation reduces manual bias and ensures even remote activities are captured. When evaluating tools, look for features like privacy controls (to ensure ethical tracking), AI-driven insights (which can flag anomalies or predict issues), and user-friendly dashboards for managers. The right software doesn’t “spy” on employees but instead provides aggregated, objective data that managers and HR can trust to make decisions. As one report notes, combining anonymized work activity data with employee feedback yields a holistic performance picture in hybrid environments worklytics.co worklytics.co . Regular Reviews and Adjustments: Tracking isn’t a one-and-done – it’s an ongoing cycle. Set up a cadence (e.g. weekly dashboards, monthly deep-dives) to review the performance data. Use leading indicator trends to make quick adjustments: for instance, if you see a team’s meeting load consistently exceeding 15 hours a week, it may be time to streamline meetings or introduce “no-meeting” focus blocks to prevent burnout worklytics.co . If a dip in a leading metric is caught early (say, declining cross-team communication), managers can act – perhaps encouraging more knowledge-sharing sessions – before the lagging metrics (like innovation output or employee retention) are affected. In hybrid setups, it’s also wise to periodically recalibrate metrics themselves. As work patterns evolve, ensure you’re tracking what matters. Maybe you start measuring “core collaboration hours” (times when most of the team is online together) if time-zone differences are a challenge. By continuously refining what you measure and responding to what the data tells you, you create a culture of continuous performance improvement. Balanced Accountability and Support: Finally, use the data not as a surveillance tool but as a support tool. The aim is to foster trust and fairness. For example, if tracking shows one remote employee’s output dipped, use that insight to have a supportive conversation – perhaps they need mentorship or an in-person meetup to re-engage – rather than immediate criticism. Data should also be shared transparently where possible, so teams understand how performance is measured (reducing anxiety and bias). A well-designed tracking approach backed by frameworks like Balanced Hybrid™ ensures that employees are measured on results and behaviors that matter, not on whether they’re seen at their desks. This can actually increase buy-in, as people see that performance evaluation is fair and grounded in objective metrics, not office politics. Over time, this data-driven, fair approach to tracking hybrid work performance will help sustain high performance across your distributed workforce. Frequently Asked Questions Q: What is the difference between performance and productivity? A: Productivity is about output quantity, whereas performance is about overall effectiveness and quality. An employee’s productivity might be measured in tasks completed or hours worked, but performance considers how well those tasks were done and whether the person met their goals. For example, a productive worker might churn out many sales calls, but performance looks at how many deals were closed and the quality of customer relationships. In HR terms, performance relates to fulfilling responsibilities and achieving goals, while productivity refers to the volume of output relative to input hrmguide.io . In short, performance is broader – it includes outcomes, behaviors, and impact, not just activity levels. Q: What are examples of hybrid work performance metrics? A: They include both individual and team metrics that capture results and collaboration. For an individual, example metrics are OKR achievement rate (what percentage of their objectives they met), quality indicators like error rates or customer satisfaction feedback, and engagement levels (participation in meetings or initiatives). For a team, examples include project completion rate and on-time delivery, cross-team collaboration frequency, average response time or turnaround time on requests, and team engagement scores or turnover rates. Even metrics like meeting load vs. focus time can be key in hybrid settings – for instance, ensuring employees aren’t in too many meetings (research suggests >15 hours of meetings per week can hurt productivity) worklytics.co . A balanced set of metrics will cover output (e.g. sales revenue, projects delivered), collaboration (e.g. how often the team works together or shares knowledge), and health indicators (e.g. overtime hours, survey results on stress). Q: What’s a leading vs. lagging indicator in hybrid performance? A: A leading indicator is a measurable activity that hints at future performance, while a lagging indicator shows the result after the fact. In hybrid performance, a leading indicator could be something like weekly training hours completed or number of client interactions – these are inputs and behaviors that drive success. A lagging indicator would be the outcome, such as quarterly sales figures or end-of-year performance ratings. Leading indicators help you predict and adjust: for example, if employees’ engagement survey scores drop (a leading sign of trouble), you can intervene before the turnover rate rises (a lagging outcome). Lagging indicators confirm whether goals were met – e.g., project success rate or revenue attained – but they change slowly. Both types are needed. Think of it this way: leading indicators are proactive signals (you can act on them now), lagging indicators are proof of success or issues (they tell you what happened) bmc.com . In managing hybrid teams, tracking leading metrics (like collaboration frequency, mentoring sessions, etc.) helps ensure you’re on track before final results come in. Q: Can performance be fairly measured in a hybrid team? A: Yes – in fact, hybrid work demands a fair, objective approach to performance measurement. The key is to focus on outcomes and clear criteria rather than who is physically in the office. Using goal-based frameworks (like OKRs) and measurable results for each role creates a level playing field. This way, an employee working from home is evaluated on what they achieve, not whether a manager sees them at their desk. By purely focusing on outcomes achieved (and backing it up with data), biases like “proximity bias” (favoring those seen in person) can be reduced appogeehr.com . It’s also important to use consistent metrics for all team members and to incorporate 360-degree feedback or peer input when possible – this ensures remote team members get equal recognition for collaboration. Ensuring psychological safety is also part of fairness: hybrid team members should feel their contributions are valued equally. In summary, fair measurement in a hybrid team means measuring what matters (results, quality, growth) and eliminating what doesn’t (e.g. location, hours online, personal visibility). Many organizations now use digital performance tracking tools to gather objective data for all employees, which further enforces fairness by relying on facts over perception. Q: How does workplace data influence performance? A: Workplace data provides the context to understand and improve performance. In a hybrid setting, data about how and where people work can reveal performance drivers or blockers. For example, data on office utilization might show that teams perform better when they have regular in-person collaboration days – informing you to schedule periodic “all-hands in office” days. Data on work patterns (like a team’s average meeting hours, focus time, or cross-time-zone overlaps) might highlight inefficiencies – perhaps too many meetings leading to burnout or odd hours causing fatigue. By adjusting those patterns (say, cutting unnecessary meetings), you can boost performance. Employee sentiment and engagement data is equally influential: if surveys show employees feel disconnected, that insight can spur initiatives (like virtual team socials or better onboarding) to raise engagement, which in turn improves performance. In essence, workplace data helps identify what the best performers or teams are doing and replicate it. Gather Sciences’ approach exemplifies this: its Balanced Hybrid™ framework uses data on who comes to the office, how they use that time, and how they feel about it to design better hybrid strategies businesswire.com . By examining data, leaders might discover, for instance, that teams with a clear hybrid schedule and purpose for office days outperform those with ad-hoc attendance – a signal to introduce more structure (one of the Balanced Hybrid pillars). Overall, workplace data turns anecdotal observations into actionable insights, allowing continuous tuning of the hybrid work model for maximum performance. Q: How can software help track hybrid work performance? A: Software is a crucial ally in tracking hybrid performance because it can automatically gather and analyze the dispersed data created by hybrid work. Good performance tracking software will integrate with the tools employees use (email, project management, calendars, office entry systems, etc.) and compile metrics without manual effort. For example, software can track digital collaboration (number of messages, meetings, document edits) and correlate it with outcomes (tasks completed, support tickets resolved). It can also collect office entry data (who came in, how often) and survey data, merging these to show connections between office time and performance or morale. Advanced platforms, like those from Gather Sciences, offer dashboards that display both leading and lagging indicators side by side bmc.com bmc.com . They might send alerts if a metric goes outside a defined range (e.g. if team response time slows beyond a threshold, or if an employee’s engagement score drops significantly), enabling prompt action. In addition, software often provides visualizations and AI-driven insights – for instance, highlighting that a drop in peer communication preceded a dip in project output, suggesting a need to address communication tools or norms. By using software to track hybrid work performance, organizations ensure no aspect is overlooked: remote work activity is logged just like in-office activity, making evaluation comprehensive and fair. It reduces administrative burden and helps managers focus on coaching rather than measuring. In short, the right software serves as a central nervous system for hybrid performance data, collecting signals from various sources and presenting a coherent view of how your hybrid workforce is doing. This empowers data-informed decisions to continually support and improve employee performance across anywhere-work. businesswire.com