Hybrid Work: We Ask Industry Leaders What Works & What Doesn’t (Part 2)


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Recently, we spoke to several industry leaders about their best practices for hybrid work environments. We wanted to know how they keep remote and in-person employees connected, engaged, and on board. Understandably, this is a particularly hot topic in today’s world. That explains why we received such an overwhelming response to this topic! In fact, we couldn’t fit all of the feedback we received into part one of this series. 


So, today, we’re sharing even more helpful insights you won’t want to miss!

Industry Leaders Share Their Best Practices for Hybrid Work Environments (Part 2)

First, we heard from Richard Mews, the CEO of Sell With Richard.

Use technology to remain connected

“Using efficient communication channels and technology strategically keeps your remote workers engaged.

For example, to keep everyone on the same page, utilize technologies like Zoom, Asana, GoToMeeting, and Slack to simplify communication and project management amongst team members. Encourage your team to utilize the cloud for file sharing and to enhance the amount of time they spend working together.

Don’t forget to use video conferencing as well. While email and digital chats are excellent methods to communicate, face-to-face contact may make your remote staff feel more at ease in the workplace.

Regularly schedule staff meetings and include video conferences with screen sharing. This may make your remote workers feel like they’re part of the team, and it can also help your in-house employees see remote workers differently.”

Keep All Your Employees Informed

Next, we heard from Ebony Chappell, the Co-Founder & CMO of Formspal.

“It’s critical to keep your remote employees informed about projects, objectives, team progress, and business news. Because a lot of information at work is disseminated via water cooler chatter or desk-to-desk chatter, remote workers may quickly feel left out of the loop and detached.

To provide everyone access to business objectives, progress reports, new initiatives, and more, use an employee-friendly goal setting and tracking system. Check in with your remote workers on a regular basis for one-on-ones and team meetings so that everyone has an opportunity to touch base and maintain a pulse on the business.When remote employees are included in the conversation, they will feel more connected and interested in their job.”

Equal Opportunities in Hybrid Work Environments

Isaac Robertson, the editor and founder of Total Shape, then spoke about the importance of creating equal opportunities for virtual and in-person employees: 

“We make an effort to create equal opportunities for each employee—whether a remote or in-person employee. One way we do this is by hosting regular happy hours, where remote and in-person employees can socialize over a meal and casually meet one another. This is done either virtually or in person.

We’ve also invested in sophisticated IT systems that enable remote employees to collaborate with their peers in real-time by sharing files, chatting during meetings, and so on. Slack is one communication tool we use. A few months of usage has already helped in fostering collaboration between remote and in-person employees even if they’re not in the same physical space together.”

Rethink Your Structure

Finally, we heard from Avinash Chandra, the founder and CEO of BrandLoom:

“It’s crucial to develop a structure that boosts employees’ maximum productivity and efficiency, helps them strike an optimal work-life balance, and keeps them motivated. For starters, I make sure to work remotely on some fixed days of the week to encourage in-person employees to feel comfortable adapting to a hybrid work model. Further, I like to organize regular virtual workshops for employees to effectively utilize the latest collaborative digital tools for smooth functioning for work.

Internal work communication plays a significant role in a hybrid work environment. I feel it is necessary to communicate with your employees while focusing on ensuring engagement through features like online group meetings, video conferencing, regular performance goals, customer feedback, team recognition, and informal communication like birthday wishes or work anniversaries.

Establishing and building trust is also an essential factor to keep your employees engaged and connected. Communicate your vision to them, let them know your work expectations, and give them the autonomy to manage their time and work. This will gradually instill mutual trust, which in turn will make the employees feel connected. Remote team-building activities and games make an excellent strategy to foster interaction between remote and in-person employees. Appreciating them, recognizing their efforts, taking feedback, sharing customer reviews are all simple and effective ways towards instilling a positive teamwork culture.

I like to use some effective work tools such as, Zoom and Google Meet for video-conferencing, Google Drive and Github for document collaboration, Basecamp for task-assigning and tracking, Google Workspace, and WeTransfer for transfer of large files.

Ultimately, you know your employees best. You know what works best for you and your organization. Establishing and nurturing a hybrid work model is a continuous task that needs careful thought and strategy. Such a work structure can be mutually beneficial for both employees and employers. If designed and executed well, a hybrid work environment can prove to be a potential game-changer at workplaces in the coming time.”

More Resources for Hybrid Work Environments

We hope these insights have proven useful for your own hybrid work environment. For even more help, here are a few links to check out next: 



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