Managing Remote & Hybrid Teams
Remote and hybrid teams aren’t harder to manage—they’re just different.
The biggest mistake managers make?
Trying to lead a hybrid or remote team the same way they led in person.
Remote teams need more clarity, not less.
Hybrid teams need intentional inclusion, not accidental isolation.
The difference between high-performing remote teams and disconnected ones comes down to one thing: how you lead.
Why It Matters:
Culture: Remote and hybrid teams thrive on trust, not proximity.
Retention: People leave when they feel left out or overlooked.
Productivity: Dispersed teams need structure and intentional communication to stay aligned.
What Most Managers Overlook:
They assume physical distance means less leadership is needed.
In reality, remote and hybrid teams require more deliberate connection.
When Brian Chesky pivoted Airbnb to a fully remote workforce, they doubled down on culture-building through regular, company-wide communication, clear team rituals, and leadership visibility.
It wasn’t just a policy shift—it was a leadership shift.
How to Get It Right:
Set clear expectations for communication and availability.
Build team rituals—daily check-ins, weekly wins, or virtual huddles.
Make meetings inclusive for both in-office and remote team members.
Over-communicate priorities and progress.
Check in on both work and wellbeing.
Do:
✅ Clarify how the team stays connected
✅ Celebrate wins publicly, not just in private chats
✅ Ensure remote employees have a voice in every meeting
Don’t:
❌ Default to in-person decisions that leave remote workers out
❌ Assume “no complaints” means everyone’s aligned
❌ Let hybrid teams drift into “us vs. them” dynamics
Great managers don’t manage location.
They manage connection.