Engaging Your Hybrid Team

1. Set expectations: Define expectations so that hybrid team members fully understand company and departmental goals, responsibilities, deadlines, office hours and preferred modes of communication. Setting these ground rules will help define what they need to know and do to interact appropriately and contribute fully.

2. Ensure everyone has a voice: In team meetings, make sure employees working remotely are given the same opportunity as their onsite team members to share ideas and express opinions. In addition, be responsive to ad hoc calls, emails and chat from remote workers, so they feel respected and recognized.

3. Guard against proximity bias: Some leaders equate visibility with productivity, and may value onsite employees greater than remote workers. Assess performance based on both qualitative and quantitative measures — so that recognition, rewards and opportunities for advancement aren’t weighted based on proximity bias.

4. Be equitable: Ensure all team members — whether onsite, remote or hybrid — are treated fairly. For example, make sure everyone has the information, training and resources needed to contribute — including tools and technology that facilitate ease of connection and collaboration across your team.

5. Reinforce culture: Corporate culture isn’t something that only exists at your brick and mortar locations. Make sure your culture transcends location and is based on norms such as shared vision, values and behaviors, mutual trust and respect, and transparent communication.

6. Prioritize regular connection: Connect regularly with hybrid workers to ensure they receive the latest team information, updates, project status and decisions — and have a chance to ask questions and express concerns. Consider scheduling consistent videoconferences for brainstorming and problem-solving sessions, so that everyone on your team can weigh in and contribute.

Leading a hybrid team effectively will require managers to develop new attitudes, skills and behaviors. This challenging transition, however, is critical in sustaining the wellbeing and success of companies and their employees. According to a 2022 Gallup study, 70% of the variance in team engagement is determined solely by the manager. By being proactive, resourceful and conscientious, you can play a vital role in how much your organization and its workers thrive, now and in years to come.