Summary: Hybrid work has become the default for many organizations, offering flexibility but also introducing new challenges. These 10 proven strategies will help you keep teams connected, productive, and engaged — whether they’re in the office or working remotely.
Why the hybrid workplace is here to stay
Gone are the days when teams are expected to be on-site 9 to 5. Advancements in technology, evolving employee expectations, and the demand for flexibility have made hybrid setups the standard in today’s workplace. In fact, 74% of U.S. companies now offer some form of hybrid or remote work model.
This shift means organizations must be intentional about how they structure work, culture, and communication. Here are 10 tips to succeed in the hybrid workplace.
1. Run hybrid meetings effectively
In a hybrid work environment, managing meetings can be more challenging. Set the precedent of ‘one person, one screen’ and encourage all people to dial in on their laptops with cameras on. This will ensure all team members, remote and on-site, feel included. For more, read our Best Practices for Leading Effective and Engaging Hybrid Meetings.
2. Make hybrid communication deliberate.
Communication can become more confusing amongst distributed teams. Clearly identify your team’s communication channels and their primary usage (email, phone, text, etc.) Clarify how to show when people are working, not working, busy, in-office, remote, etc.
3. Evenly distribute information flow.
A common hybrid challenge is an uneven distribution of information. The natural flow of information in an office may mean that remote folks may not get info quickly or consistently. Create a predictable cadence of information sharing in the form of a weekly newsletter, biweekly all-hands meeting, or a monthly “Ask Me Anything” chat.
4. Include remote employees intentionally.
In the hybrid workplace, remote folks can feel invisible. Consider beginning meetings with a “round-robin” check-in. This can be a 30-second introduction, update, quick win, or just a greeting. Taking the time to connect at the start of a conversation mitigates the risk of remote workers feeling isolated from the conversation.
5. Hold regular one-on-one meetings.
The need to regularly check in, coach, and give feedback doesn’t go away in a hybrid environment. No one is going to be perfect during this time of transition. Keep communication strong in this new environment by holding frequent one-on-one chats with your team members. Encourage all employees to actively seek developmental feedback, both from you and from peers.
6. Nurture connections across teams.
When some employees are remote and others are on-site, teams can feel significantly less connected. Invest in co-created experiences and events to unite employees. Ease the burden by making it explicitly approved for people to schedule work time with coworkers from different departments for casual chit-chat. Try out this virtual team-building game we love.
7. Make expectations explicit.
In the hybrid workplace, it’s often unclear when it’s expected and acceptable to be on-site. Make expectations explicit. Clarify which days, times, and locations are best for in-person work for teams who need to collaborate. This is the easiest way to eliminate any confusion.
8. Promote equal access for all employees.
Remote folks may feel like it’s hard to have their voice heard and build connections to leadership. Make it easy for them. Establish office hours, a clear feedback system, and a forum to present ideas to decision-makers.
9. Establish a clear compensation philosophy.
With a team of remote and on-site employees, compensation and benefits can become more complex. Communicate a clear salary, bonus, and equity philosophy with your teams as you transition to a hybrid workplace. Evaluate spoken and unspoken perks of the office (from freebies to mental health support and professional development), and seek to extend equal benefits to those outside of the office.
10. Provide ongoing technical training.
Advancements in technology have made hybrid teams more efficient than ever before. However, technology can and will become more complex as your team distributes. Consistently provide technology training at onboarding and on an ongoing basis to keep up-to-date.
Hybrid & Remote Work Playbook
Is your team set up for hybrid and remote success? This playbook will help you audit and optimize your company’s hybrid skills.
Frequently Asked Questions
What is the biggest challenge of hybrid work?
The top challenge is balancing fairness and inclusion. Remote employees often risk feeling left out of conversations, decisions, or career opportunities if leaders don’t intentionally design for equal access.
How do you keep hybrid employees engaged?
Regular 1:1s, team rituals, and spotlight opportunities help maintain connection. Engagement also improves when managers create predictable communication rhythms and celebrate wins, both big and small.
How can leaders avoid proximity bias in hybrid work?
Use practices like “one person, one screen,” virtual-first meetings, and structured decision-making. These ensure remote and in-office employees have equal visibility and influence.
What tools are essential for hybrid workplaces?
Collaboration platforms like Slack or Teams, project management software, and video conferencing tools are critical. Many teams also use digital whiteboards and pulse survey tools to stay aligned.
Why is clear communication so important in hybrid work?
Without deliberate communication norms, information can get trapped in silos. Clear guidelines for when and how to use each channel prevent confusion and keep teams connected.
