Case study: boosting connectivity and engagement through data-driven collaboration

BalancedWork's first customer engagement was with a mid-sized financial services organization had fully embraced a no-mandate hybrid work policy. While initially popular, this highly flexible approach yielded unintended consequences over time. Employees with primarily analytical roles rarely visited the office, and leadership practices hadn’t kept pace with the new environment. Employee survey results were solid, but executives began to notice communication and connection gaps. They worred about long-term impacts on collaboration, professional development, morale and bottom-line results.

Challenge
It wasn't clear exactly what the organizational challenges were. Key departments seemed to work together frequently, but they did not feel collaborative. Silos formed as certain employees spent fewer (or no) days together on-site. Although one team had enjoyed a great offsite summit, they struggled to sustain momentum once everyone was back to hybrid routines. Other teams lacked structure: managers skipped one-on-one check-ins, and ad-hoc communication channels caused confusion and frustration.

Approach
BalancedWork started with an analysis of their enterprise calendars, to understand what specific work was happening for each individual and to conduct an organizational network analysis. With a clear understand of how the organization was really collaborating, and what activities were being prioritized, BalancedWork validated findings in employee interviews. We uncovered several themes:

1. Overcapacity Yet Unstructured: Employees felt overloaded, but their meetings often lacked agendas and ownership.
2. Siloed, Heads-Down Roles: Certain contributors, particularly in accounting, had minimal interaction outside their immediate task flows.
3. Leadership Gaps: Department heads struggled to translate executive goals into concrete, day-to-day practices. Many employees were missing regular 1:1 sessions or clarity on professional development.
4. Avoidance Culture: Even small conflicts escalated without a system for swift resolution—made worse by hybrid work’s physical distance.

From a quantitative baseline, BalancedWork focused on ensuring the right mixture of work activities and organizational networks. We collaborated with leadership to develop a hybrid strategy that felt inviting, not forced.

Solutions

1. Purposeful “Magnet” Days: Identify recurring, high-value moments—like key accounting reviews or quarterly gatherings—that genuinely benefit from face-to-face collaboration.
2. Professional Development as a Draw: Offer skill-building sessions (e.g., training on running effective meetings, leadership fundamentals) when employees are already incentivized to come in.
3. Structured 1:1s and Team Rituals: Set up consistent touchpoints that provide clarity and growth without feeling like “extra meetings.”
4. Communication Framework: Provide explicit guidance on when to use different channels (email, chat, phone, or face-to-face) so urgent or complex issues are handled effectively.
5. Data & Calendar Review: Regularly evaluate attendance and “weak tie” metrics—monitoring who connects across departments—and adapt the schedule accordingly.

Results
Feedback has been encouraging. Teams are more inclined to come on-site when they see that in-person time is spent productively—on collaboration, brainstorming, or valuable training. Leaders are becoming more deliberate in how they manage their teams, relying less on large, unfocused meetings and more on consistent, meaningful check-ins. Silos are starting to dissolve, and employees no longer view office attendance as a “surveillance tool,” but rather as a true opportunity for connection and growth.

Conclusion
By leveraging data, BalancedWork helped this financial services organization elevate its performance and culture. Without mandating on-site attendance, leadership is fostering a deeper sense of purpose around in-person collaboration, structured manager-employee relationships, and targeted professional development. The end result is a workforce that’s more engaged, cohesive, and equipped to thrive in a modern, flexible work environment.