In the wake of the pandemic, hybrid working has become a permanent fixture across the public sector. But as organisations scrambled to adapt, one crucial question was left behind:
How does hybrid working really affect performance?
A Grounded Study of Hybrid Work in the Welsh Public Sector
Over the past five years, I’ve conducted a doctoral study rooted in Critical Realist Grounded Theory, examining what helps or hinders employee performance in hybrid environments – focusing specifically on the Welsh public sector post-pandemic.
My research dives deep beneath the surface – moving beyond generic commentary to uncover the causal mechanisms at play. In plain terms: not just what’s happening, but why.
Key Findings: Connection Is Not Optional
At the heart of the research are two powerful themes:
Knowing & Connecting
Five mechanisms that boost performance by encouraging trust, psychological safety, collaboration, and flow. When people feel seen, they contribute more confidently and work more effectively.
Avoiding & Losing
Five mechanisms that lead to detachment, missed knowledge, and poor performance. When relationships are weak or broken, performance suffers – quietly but profoundly.
What emerged is a new model to understand and improve performance in hybrid settings – especially within public sector systems built on collaboration and trust.
What This Means for Public Sector Leaders
If you work in or lead a public sector organisation, this research matters because:
- Most existing performance models were not designed for hybrid work.
- Many managers are unsure how to lead teams they rarely see in person.
- Accountability, emotional intelligence, connection, and communication are no longer “nice to have” – they’re critical.
Let’s Make Hybrid Work Better
This work was never meant to sit on a shelf. I’m now partnering with public sector teams to help apply these findings in the real world – through leadership development, strategy advice, and tailored workshops.
If you’re in the public sector and want to strengthen performance, reduce detachment, and build more connected teams: