Opinion: Building trust, connection in hybrid teams

Sherry Coker

How is it that Microsoft, Google and Salesforce all have hybrid work models and cite improved productivity, better collaboration and improved employee well-being and retention, yet Amazon, Citigroup, Walmart, and UPS have recently announced crackdowns on remote work options, citing decreased productivity and reduced collaboration (and some really upset employees)?

My key takeaway from these corporate choices? Leading hybrid teams is challenging. You simply can’t use the same strategy for leading a high-performing hybrid team that you use for an in-office team. It takes more planning and a more disciplined approach to achieve your team objectives and organizational goals. Some companies, it seems, are willing to go that extra mile. Others are not. Here are a few key observations and considerations:

1. Building trust, connection and inclusivity. It’s so important for leaders to create strong bonds with their direct reports, as those bonds foster trust, open communication and connection. Opportunities to create these bonds with direct reports when physically in an office are more easily found than with remote team members. To build relationships equitably, a conscious effort has to be made to plan interactions. Start by simply adding individual check-ins to your daily task list. These interactions don’t always have to be about work; sometimes, simply saying “hello” or asking how a person is doing goes a long way.

It’s also important for you, as the leader, to set the tone for creating bonds among all your team members. Plan events such as annual in-person training sessions, virtual team-building activities or virtual social hours that emphasize connection and collaboration. Some great experiences I’ve heard of are virtual happy hours (including loved ones), cooking demonstrations or talent shows. Be creative and include your team in determining what types of activities they’d like to be a part of.

2. Setting communication expectations. It’s simple for in-office team members to work with each other and have impromptu meetings to discuss tasks, but it takes extra effort to include those working remotely. As a leader, your job is to communicate the importance of building team trust by including all team members in discussions, making it a part of your team culture. Can’t get everyone together quickly? Establish a protocol that requires any impromptu meetings be documented and shared with the entire team. This can be as simple as a quick summary in a shared document or chat channel.

3. Leveraging technology for strong collaboration. Technology has made it extremely easy to stay connected and collaborate with employees regardless of their location. The challenge is finding the right option for teams and consistently using them. Microsoft Teams or Google Workspace are great for not only scheduling meetings and impromptu video calls or chats, but they also allow file sharing and collaboration. Consider project management software such as Trello, Asana or Monday.com to keep everyone updated on tasks and projects. Whatever you choose, just be sure that everyone uses it to get the full impact of the team collaboration.

4. Managing time zone differences. Managing time zone differences can be difficult when collaborating with teammates located in different regions or countries. As a leader, it’s important to remind your team to schedule meetings and deadlines that accommodate all team members. Using a calendar app like Outlook or Google Meet helps clear up challenges.

5. Ask for feedback. Easily my favorite consideration: If you really want to know how your remote team members are doing, simply ask them. Listen with the intent to understand and not to judge their challenges, and work to make the necessary adjustments.

Leading a high-performing hybrid team requires a thoughtful and disciplined approach. By building trust and inclusivity, setting clear communication expectations, actively seeking feedback and leveraging the right technology to assist with managing these efforts, you can create a cohesive and productive team environment. Also keep in mind that the key to success lies in adapting your leadership style to meet the unique needs of both in-office and remote team members. Embrace these strategies, and you’ll be well on your way to fostering a dynamic and engaged hybrid team.

Sherry Coker is the owner of Coker Consulting LLC. She can be reached at sherry@cokerconsulting.net.