How to lead in a hybrid environment

A recent Gallup survey found that 29% of employees would likely switch employers if their company went back to a fully on-site model. While there have been talks amongst blue chip companies in recent years about forcing a return-to-work, for most the hybrid work environment is here to stay. 

Leading in a hybrid environment – where some team members work remotely while others move back and forth between the office – presents challenges and opportunities that haven’t been present in the workplace before. The ability to navigate the complexities of this tectonic shift and effectively manage hybrid teams is now an essential skill for leaders. It requires a new approach to leadership, one that blends traditional management techniques with innovative strategies tailored to a distributed workforce.

The hybrid dynamic

The hybrid environment brings with it a handful of distinct dynamics that demand careful attention and strategic management. Varying degrees of employee access, differences and difficulties in digital communication styles, the potential for issues in team cohesion - all require very careful navigation whilst also ensuring a consistent level of collaboration and productivity between remote and in-office teams.

Support and the ability to ensure that all team members feel equally engaged, regardless of their location, is the crucial solution.  The most successful hybrid leaders are those who are able to shift focus to outcomes and impact, allowing employees and teams to decide how they achieve their goals. Accountability is key here, and clear expectations on delivery and agreed outcomes must be enforced. Set clear roles, tangible goals, and milestones, then regularly check-in to address any pain points or to offer support.

Building trust and togetherness

Trust and togetherness are crucial for fostering employee innovation and creativity in any setting, but become even more important when teams are physically disconnected. Traditional methods of building rapport, like informal chats and lunches, aren’t doable in a hybrid setup, so leaders need to proactively establish and embed trust:

●      Reliability: Be dependable always. Keep commitments, hold regular check-ins, and ensure meetings are punctual.

●      Acceptance: Respect diverse perspectives. Inviting all meeting participants to share their views and wherever possible, work to establish fully inclusive decision-making.

●      Openness: Regularly share thoughts and feedback openly, and aim to start each week with a full team check-in to build rapport and establish complete transparency and engagement.

●      Authenticity: Build genuine connections through communication and sharing. Create team rituals, allow in-jokes and encourage personal expression as much as possible.

Leaders should avoid at all costs any and all behaviours that disconnect them from their teams. Keep your channels of communication open during work hours, don’t turn off your camera or multitask during meetings and empower your teams by delegating decision-making and encouraging ownership across tasks and projects.

Encouraging team problem solving

The most effective hybrid leaders are those that prioritise team support over their own deliverables. They adopt a problem-solving mindset and engage personally, mobilising resources, and connecting teams to tackle challenges. This kind of approach fosters a deep level of buy-in and collective ownership of outcomes.

By fully involving team members in finding solutions leaders can very quickly build commitment and a very real sense of collective responsibility.In the hybrid work environment, the role of a leader must evolve to meet the demands of a distributed workforce. Embracing flexibility, fostering trust, and prioritising team engagement are the most essential elements of success here. Yet, the true hallmark of successful hybrid leadership lies in the ability to adapt and continuously learn.

As the workplace continues to change, leaders who remain open to new approaches and committed to the well-being of their teams will not only find themselves perfectly equipped to navigate complexities associated with hybrid work, but also create a thriving, innovative, and resilient organisational culture. And it’s this process of adaptation and growth that will define the future of leadership in the hybrid era.

At Acumen we are dedicated to equipping leaders with practical tools to tackle real-life challenges. Our comprehensive range of training and development programs, including customised interventions and off-the-shelf courses, helps organisations foster a culture of respect and empower their employees. To learn more about our programs and how they can benefit your organisation, please contact Simon at simon@askacumen.com.