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5 Top Tips For Leading In The Hybrid Workplace

As organisations across the world begin to contemplate what the future looks like for their people, many leaders have expressed that they will continue to let their people work remotely.

However, others are somewhat apprehensive when considering how they will lead if their workplace remains hybrid.

Whether you're an executive looking for tips or a new leader, here at The Leadership Coaches, we're on hand to support you.

In this blog, learn more about our 5 top tips for leading in the hybrid workplace and uncover how executive coaching can assist you in the near and far future.

Our 5 Top Tips For Leading In The Hybrid Workplace

From enhancing communication to setting expectations and measuring what matters to leading by example, we share our top 5 top tips for leading in the hybrid workplace below.

Ensure Communication Is Consistent and Clear

In a hybrid workplace setting, effective communication is paramount for executives leading teams.

With employees working both remotely and in-office, clear and frequent communication becomes the cornerstone of successful collaboration and productivity.

As a leader, it's important to ensure that every team member is aligned with organisational goals, strategies, and expectations. After all, transparent communication fosters trust, enhances morale, and mitigates misunderstandings that may arise due to physical distance. It also facilitates the exchange of ideas, promotes innovation, and enables swift decision-making processes.

In addition, communication is important in the hybrid workplace as it helps maintain a cohesive company culture and ensures that all employees feel valued and included, regardless of their location.

Set Expectations

Setting clear expectations is essential for executives leading in a hybrid workplace due to the unique challenges posed by remote and in-person work dynamics.

By establishing transparent guidelines, objectives, and performance metrics, for example, executives can provide a roadmap for their teams, ensuring everyone understands their roles and responsibilities regardless of where they are working.

Not only does providing this clarity help minimise confusion, reduce ambiguity, and maintain accountability among team members, but it empowers employees to prioritise tasks effectively, manage their time efficiently, and deliver results consistently.

In a hybrid workplace where face-to-face interactions may be limited, setting expectations also serves to maintain alignment with organisational goals, foster a sense of purpose, and cultivate a cohesive team culture.

Setting expectations will be a collaborative activity between colleagues. If you are looking to set expectations between you and your people, you might want to ask questions such as:

  1. How do we want to operate as a hybrid team?

  2. What are our expectations of each other?

  3. When and how we will review honestly what does and doesn’t work for us as a team?

Lead by Example

Leading by example is crucial, especially as many people within an organisation will follow in the footsteps of their leaders and executives.

But how can you do this?

If you’re in the office, ensure you include everyone. For example, if you are physically present in the office, you should ensure that you include everyone in discussions, making remote workers feel just as valued and involved.

Similarly, for those working virtually, leveraging communication platforms like Teams or Zoom to provide updates ensures that remote employees stay informed and connected.

As you lead by example, you'll reinforce the importance of this. Not only will this support you in fostering trust with your people, but it will also encourage a culture of openness, accountability, and teamwork.

Measure What Matters - People And The Bottom Line

Measuring what matters, both in terms of people and the bottom line, is indispensable for executives leading in a hybrid workplace.

In a working environment, where teams operate across various locations and time zones, effective measurement ensures that organisational objectives are met while prioritising employee well-being and engagement.

For example, by tracking key performance indicators (KPIs) related to productivity, project milestones, and financial targets, executives can assess the overall health and success of their initiatives.

Additionally, measuring metrics related to employee satisfaction, retention rates, and team dynamics provides insights into the impact of hybrid work arrangements on the workforce.

Understanding these dual perspectives—business outcomes and employee experiences—enables executives to make informed decisions that balance organisational goals with the needs of their people.

In addition, data-driven insights allow leaders to adapt strategies, allocate resources efficiently, and address any challenges that may arise in the hybrid workplace, ultimately driving sustainable growth and fostering a positive work environment for all.

Be Present

Being present, both physically and virtually, is essential for executives leading in a hybrid workplace.

While digital tools facilitate communication and collaboration, the absence of face-to-face interactions can lead to feelings of disconnection and isolation among team members.

Executives must actively combat this by making a conscious effort to engage with their employees regularly. Rather than relying solely on email or messaging platforms, they should prioritise real-time interactions through video calls or in-person meetings whenever possible.

This not only fosters a sense of belonging and camaraderie but also allows executives to address concerns, provide support, and offer timely feedback. This demonstrates accessibility and approachability, encouraging open dialogue and building trust with their teams.

Additionally, being present allows leaders to gauge the pulse of the organisation, identify emerging issues, and celebrate successes, fostering a culture of transparency and accountability in the hybrid workplace.

We’re On Hand to Support You With Executive Coaching

At The Leadership Coaches, we specialise in executive and team coaching.

Our coaching team has an average of 15 years of experience, specialising in coaching c-suite executives, directors, and senior leaders, addressing complex and modern leadership challenges.  

Our executive coaching services see us carefully match individuals with our executive coaches. Leaders and managers then progress through a bespoke programme designed to maximise each person’s potential.   

To learn how we can support you, call us today on 03450 950 480. 


Alternatively, contact us via our website and a member of our senior leadership team will get back to you. 



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