Hybrid work has become an integral part of contemporary organizational behavior, yet its conceptualization remains inconsistent across academic and practitioner literature. This chapter seeks to provide a clearer understanding of hybrid work by examining its defining characteristics at both the individual and team levels. We propose that hybrid work is best understood as a multidimensional, dynamic, and interrelated phenomenon encompassing three key dimensions: modality (analog vs. digital work processes), location (office vs. non-office work), and temporality (synchronous vs. asynchronous work). Unlike traditional telework or virtual work, hybrid work is defined by continuous alternations between these modes rather than a static mix of remote and in-office tasks. At the individual level, we distinguish between personal task execution and collaborative endeavors, emphasizing how dynamic shifts between work modes shape employee engagement, productivity, and well-being. At the team level, we explore how hybrid work operates as a collective phenomenon, where the extent and symmetry of nontraditional work modes impact team cohesion, inclusion, and coordination. Our findings highlight the importance of understanding the fluidity of work modes and the interdependencies between hybrid dimensions.