How to Manage a Hybrid or Full-Remote Workforce

Whether your staff are hybrid or completely remote, managing an off-site workforce is a little different to managing in the office. With an increase in flexible working patterns made possible by advanced technology, many businesses find themselves needing to pivot their management style.

For the employee, telecommuting or working from home eliminates the stress, time, and costs associated with getting to work as well as providing the flexibility that many crave. For employers, hybrid or remote working can help cut costs such as technology investment and office rent, and it can help attract top candidates by offering popular flexible arrangements.

When managing a hybrid workforce, you must navigate the challenges and rewards of having employees who work both remotely and in the office. Depending on your policy, employees may work from the office or work remotely every day, on certain days each week, or choose if and when they wish to come into the office.

The primary challenges involve establishing a strong organisational culture and productive working relationships, whilst collaborating effectively. However, increased productivity, better work-life balance, and generally higher employee satisfaction are key benefits reported by both employees and employers.

Top Tips for Managing a Hybrid or Fully Remote Team

Set expectations. Making sure everyone is aware of what is expected of them in terms of output, availability for calls, and check-ins right from the start helps build a healthy hybrid or remote working culture. Since employees have more limited access to their manager or to their colleagues when they’re not in the office, eliminating as much confusion as possible is important.

Focus on Communication. Good communication is key. Regularly schedule calls or video meetings to check in with your team about progress or questions to make sure you’re always in the loop. Many companies use handy chat software to stay connected when working out of the office. Decide which collaboration tools you will use and specify when to utilise instant messaging, email, telephone calls, or video conferencing. Additionally, you might wish to require everyone to use file-sharing tools and always provide an option to join any meeting remotely.

Use virtual meetings wisely. But don’t flood people’s time with unnecessary meetings. You don’t need to constantly see your team to know they’re working. Allow people time to do deep work.

Encourage social interaction. If you have an office space, you might consider a hybrid workforce whereby employees work on-site a few days per week or month. This can support team building and build rapport. You may still wish to hold some in-person events, but also organise virtual team-bonding sessions and encourage your Employee Resource Groups (ERGs) to do the same, ensuring your entire hybrid or remote workforce benefits.

Build and foster trust. Trust is the most important thing you can build with your hybrid or remote team. If you have a concern about an employee moving to off-site work, consider a trial period and work together to assess the outcome.

Focus on outcome. Being more concerned with the work that’s delivered than where it’s done is a great way to show that you trust your team. Set goals with your direct reports accordingly and track them periodically.

Be flexible. Because your remote team can skip the commute, you may have people who like to work early-morning hours (perhaps before getting the kids off to school) or late into the evening. Being flexible with schedules can foster improved productivity, but make sure everyone keeps that communication up during normal work hours.

Set a schedule. Depending on your remote working policies, you might have employees working in different time zones. It can be helpful for colleagues to have a shared calendar and to set working hours, so team members know when they are available.

How to Motivate and Engage Remote or Hybrid Workers

Working remotely can affect motivation for some employees. Although they’re getting on with the work, some may feel isolated while others thrive. Motivating your remote team requires addressing both their professional and personal needs.

To maintain employee motivation and engagement, consider the following:

1. Offering skill development opportunities

It is imperative to ensure that both remote and office-based employees have the same opportunities for career advancement. All of your professional development initiatives can be delivered virtually.

2. Career mentoring sessions

For example, managers can be encouraged to hold weekly one-to-one meetings, establish clear goals and objectives for all direct reports, and conduct quarterly performance reviews so employees receive the feedback and guidance required for promotion.

3. Encouraging virtual collaboration

You can still provide both technical and interpersonal skills training sessions, as well as mentoring programmes, virtually. Ensure that everyone has access to additional initiatives such as “lunch and learns” or professional development allowances.

4. Organising online social events

You may still wish to hold some in-person events, but also organise virtual team-bonding sessions, so that all employees, regardless of location, feel included.

Recognise achievements through regular feedback and highlight team and individual accomplishments in meetings. This approach to your workforce can really pay off, improving employee retention and boosting productivity.

Best Practices for Managing a Hybrid or Remote Workforce

Leading a hybrid or fully remote workforce requires establishing productive working relationships and a strong organisational culture—often without the benefit of in-person interaction. Implementing the right management approaches ensures both remote and office-based staff have equal access to career development, support, and recognition.

Encourage each team to hold weekly meetings to discuss projects, goals and objectives, as well as team and individual accomplishments. Avoid miscommunications by asking managers to organise project kick-off meetings with clear project guidelines, action points, and deadlines.

Quarterly virtual town hall meetings are another effective way for everyone to feel part of a cohesive team. Use these gatherings to review what has been achieved, discuss objectives for the next quarter, and recognise both teams and individuals for their performance.

Prioritise employee well-being by making sure boundaries are respected; remind your team to avoid work during off-hours except when necessary, as employee burnout can reduce engagement and retention. Be proactive in soliciting feedback and adapt your management style as you and your staff grow more comfortable with hybrid or remote formats.

Need More Help with Your Hybrid or Remote Workforce?

Managing a remote or hybrid team comes with its own set of challenges, but with the right support, you can engage top talent ready to drive your business forward. With Monster’s Pay-for-Performance solution, hiring is fully automated and digitalised—your job ads are delivered to the most relevant candidates across social channels, and you only pay for actual results.

Streamline your recruitment with Monster and find candidates who are the perfect fit for your business, without upfront costs. Harness the power of digital automation to grow your remote or hybrid workforce. Discover Monster’s PfP today.