Leading a hybrid workforce: strategies for success

Here’s what to keep in mind while navigating hybrid work as a leader.

Understand the hybrid workforce

What is a hybrid workforce?

Within a hybrid workforce, employees split their time between the office and home (or other remote locations). Each organisation brings its own twist to hybrid work, from having set office days each week to only bringing people together for major events. It all depends on your goals and the nature of employees’ work.

The pros and cons of hybrid work

For many employees, hybrid work improves job satisfaction. Having a say in where they work helps people feel more empowered, and it can also lead to less stress and better work-life balance. This, in turn, attracts top talent and helps you retain employees who value flexibility.

There’s even evidence to suggest that hybrid work boosts productivity, with team members able to focus deeply and replenish their energy levels more easily at home, while saving collaborative tasks for days at the office.

But hybrid models aren’t without their challenges. Communication can become fragmented, with remote staff missing out on spontaneous office discussions that lead to vital work and bolster social connections. At the same time, those in the office may feel like they’re carrying more of the weight. You’ll find it takes more intentional effort to juggle the demands of leading a hybrid team.

Effective communication in a hybrid environment

Tools for seamless communication

For hybrid teams, a robust communication toolkit is essential. Platforms like Slack, Microsoft Teams, and Zoom have become mainstays, offering instant messaging, video conferencing, and file sharing all in one place.

It’s worth investing in high-quality hardware too, including reliable headsets and high-definition webcams that reduce interruptions and let people communicate almost as easily as they could in the office.

Establishing clear protocols

Get the most out of these communication tools with practices that keep everyone on the same page. For example, create a central place where the whole team can see project progress, receive crucial updates, and share thoughts. It’s also a good idea to encourage informal chat between those working in different places — instant messaging often mimics office conversation better than email.

Building a cohesive hybrid team

Virtual team building

For maximum engagement, you’ll need to ensure everyone feels equally valued and included, and that team members can collaborate no matter where they are. One way to achieve this is with regular virtual team catch-ups that give remote and in-office employees equal opportunities to contribute.

Outside of formal meetings and projects, virtual team-building activities like coffee chats and quizzes help bridge the gap and build rapport. Before the remote working boom, workplaces were hubs of social activity that allowed people to build personal connections with colleagues. When there’s little face-to-face interaction, you can help employees avoid social isolation by providing plenty of virtual opportunities to form friendships. After all, work is both more productive and more enjoyable when teammates have strong relationships.

Maintaining team morale and engagement

Employees can easily fall through the cracks when they’re working remotely. Before you know it, you haven’t spoken to one of your team members for over a week, and this could leave them feeling forgotten and disengaged.

To keep morale high in a hybrid setup, check in regularly with every team member, and encourage employees to share their thoughts and concerns regularly. Not only does this ensure they feel heard and valued, but it means you can nip any problems in the bud before they become insurmountable.

Want to go even further? Gestures of appreciation like care packages and rewards for team contributions can make a big difference.

Leadership skills for a hybrid workforce

Adapting your leadership style to suit hybrid work

The hybrid model calls for a flexible approach to leadership that not every leader is comfortable with at first. While you should still offer some directive leadership, especially for junior employees, remote work can only succeed if you allow team members to manage their work and their schedules more independently.

With your team no longer in sight at all times, autonomy and empowerment become key to getting the best out of employees. This shift requires more of a coaching mindset, where you actively listen, respond to individual needs, and avoid always having the answer to everything. By focusing on results rather than presenteeism and to-do lists, you can optimise performance without resorting to micromanaging.

The good thing is that the most effective leaders have always done this, whether their employees are in the same room or on the other side of the world.

Continuous learning and development for leaders

Hybrid work is always evolving, and so are the skills required to lead it effectively. This means staying up to date with best practices, whether through leadership training, reading, or mentoring from those with more experience of remote leadership.

Not only will you need to master the many digital tools that enable remote work, but honing soft skills like communication and emotional intelligence will help you stay attuned to signs of stress, isolation and frustration in employees you don’t see as often. While some people thrive on working independently, others benefit from lots of in-office interaction, and it’s up to you to recognise these diverse needs so you can give everyone the right support.

Best practices for hybrid leadership

Flexible work policies

To avoid confusion and keep things fair, set clear expectations for teams following a hybrid work model. Draw up policies that balance organisational goals with employee preferences, such as by having core office days for team collaboration, while allowing flexibility on others.

Monitoring performance

Monitoring every minute of remote employees’ activity is a lost cause, so focus on outcomes rather than hours. Set clear objectives and track meaningful key performance indicators, while using regular check-ins and talent management tools to address performance issues as soon as they arise.

Work-life balance for hybrid teams

If you’re not careful, hybrid work can hinder employee wellbeing rather than enhancing it. Working remotely blurs boundaries, meaning dedicated team members might struggle to switch off at the end of the day. Suddenly, the time freed up from the commute is replaced by more work, eating into much-needed leisure time.

To counteract this, encourage team members to take breaks and finish at a reasonable time each day. You could even offer flexible start and end times to help employees balance personal and professional demands. Leading a hybrid team is all about giving your people what they need to perform at their peak.

If you want to learn more about how to build the best team for your needs, overcoming skill gaps may be a useful goal. Take our quiz to find out how to manage this in a way that works for you.