Over the last years, the way we work has undergone a significant transformation. Remote work has become the new normal for many organizations, leading to a reevaluation of traditional office-based models. This shift has given rise to the concept of hybrid work, where employees split their time between remote and in-office work. To successfully navigate this transition, organizations are turning to innovative tools and methodologies, with Organizational Network Analysis (ONA) emerging as a crucial player. In this article, we will explore the role of ONA in informing and facilitating the adoption of hybrid work models.

ONA is a data-driven approach that focuses on mapping and analyzing the social and professional relationships within an organization. By collecting and analyzing data on communication patterns, collaboration, and information flow, ONA provides insights into how employees interact, share knowledge, and collaborate across different teams, departments, and geographic locations.

Here are five ways how ONA informs hybrid work adoption:

  1. Identifying Informal Communication Networks: ONA allows organizations to uncover the informal communication networks that exist within their workforce. In a hybrid work environment, where physical proximity is reduced, understanding these informal networks can be invaluable. It helps identify who the key influencers and connectors are within the organization, enabling managers to leverage these individuals to disseminate information, foster collaboration, and maintain a sense of connectedness among remote and in-office employees.
  2. Assessing Collaboration Patterns: Hybrid work models rely heavily on effective collaboration, whether it's between remote team members, those in the office, or a combination of both. ONA helps organizations assess how well teams are collaborating in a hybrid setting. By identifying bottlenecks, communication breakdowns, or over-reliance on specific individuals, organizations can make informed adjustments to improve collaboration and ensure that hybrid teams work cohesively.
  3. Monitoring Employee Engagement and Well-being: The hybrid work model presents challenges related to employee engagement and well-being, as individuals may feel isolated or disconnected from their colleagues. ONA can help organizations monitor and address these issues by measuring the strength and frequency of employee interactions. By identifying employees who may be at risk of feeling isolated, organizations can implement strategies to promote social interaction, mental well-being, and a sense of belonging, both in the office and remotely.
  4. Optimizing Office Space and Resources: With a portion of the workforce working remotely, organizations have the opportunity to optimize their office spaces. ONA data can inform decisions about office layout, seating arrangements, and resource allocation. By understanding which teams or individuals benefit most from in-person collaboration, organizations can create workspaces that cater to their specific needs while ensuring that the office remains a hub for innovation and meaningful interaction.
  5. Tailoring Communication and Training: Effective communication is essential in a hybrid work environment. ONA insights can guide organizations in tailoring their communication strategies to suit the needs and preferences of remote and in-office employees. Additionally, ONA can help identify training needs related to remote work, ensuring that employees have the necessary skills and tools to thrive in a hybrid setting.


As organizations continue to navigate the complexities of hybrid work adoption, Organizational Network Analysis (ONA) emerges as a valuable tool for gaining a deeper understanding of the dynamics within the workforce. By leveraging ONA insights, organizations can make informed decisions about communication, collaboration, employee well-being, and resource allocation, ultimately paving the way for a successful transition to the hybrid work model. As the workplace continues to evolve, ONA will play a pivotal role in shaping the future of work and ensuring that organizations remain agile, connected, and resilient in the face of change.