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In the wake of the COVID-19 pandemic, many offices, like BriteCo’s, have moved to a permanent hybrid model (or something similar). We chose a hybrid model to get the best of both worlds, the ability to connect in person and work from home. Promoting multiple options gives us more control over our lives and schedules, which I believe everyone craves in both work and daily life.
These conveniences also bring risks to teamwork and face-to-face communication. When you lose touch with your team, it’s hard to experience spontaneity as quickly.
Spontaneous ideas are some of our most creative. Still, it’s best to encourage discussion among colleagues; however, it’s difficult to replicate consistently in a virtual situation. To combat this, I strongly encourage all teams to have one-on-one discussions. Everyone needs to buy into this philosophy, starting from the top.
Related: How to bridge the gap between in-person and remote meetings
I’ve found that connecting with people early in the day is critical. Even if it’s just a quick hello, I like to ask how they’re doing and if I can help. Simple “how’s it going?” and “anything you want to discuss?” can be meaningful exchanges even if they’re brief. The key is that these interactions feel supportive, not stifling, and that they happen all the time. This sets a tone of collaboration and support, and like most things, it trickles down and encourages these conversations throughout the team.
For example, we currently have an employee who has been working remotely from Greece for three weeks, and despite the time difference, we make time to connect daily. Even if there is nothing specific to discuss, daily touchpoints are invaluable for staying connected. Establishing these consistent touchpoints—no matter how brief—can significantly strengthen team cohesion.
When you build an organization, all the parts need to come together, and you need to do this to make sure your team stays connected. When everything is disconnected, nothing works. Teams need to be able to communicate with each other to work as a cohesive whole. When no one is talking, you become very disconnected, and that is a terrible way to build an organization. It is impossible to lead this way.
Related: Why hybrid work is frustrating your employees
Additionally, I encourage individual check-ins at the beginning of team meetings. It’s easy to get caught up in the meeting agenda, but updating everyone on their lives outside of work helps build that connection on a daily basis.
When working fully remotely, I think you need to make a concerted effort to bring people together outside of work. Whether that’s vacations, parties, happy hours, attending sporting events, or whatever works best for your team. While BriteCo meets in the office a few days a week, we also attended a Chicago Cubs game this summer.
In a fully remote or hybrid workplace, establishing a solid culture impacts accountability. Accountability is critical to maintaining productivity, trust, and overall team cohesion. In the absence of real-world supervision, clear expectations and transparent communication are essential to ensure that every team member understands their responsibilities and the impact of their work on collective goals. Even when working remotely, teams can achieve a harmonious balance of independence and collaboration, ultimately improving individual performance and organizational success.
There is a clear trend towards people returning to the office, but not exclusively. A hybrid model may dominate in the future, offering flexibility while retaining some on-site work. A hybrid approach may be the most sustainable way forward. Of course, you can’t do this in all situations, such as in retail environments, where people only need to be on-site.
For those who work fully remotely, I believe there will be more events in the future to drive connection. We had to suddenly disconnect, but we will likely see companies start planning monthly or quarterly team events and regular meetups. In addition, we may see more companies offer remote work, that is, going to the office once a month or so.
Related: Why remote work and offshoring talent are critical to businesses
Finally, we are seeing a massive recovery in travel, with conferences and expositions returning in full force, although for many industries the frequency of travel is still far lower than before the pandemic. I foresee a future of work that will return to the importance of in-person experiences and opportunities.
However, none of the above can be achieved without hiring the right talent. The talented people in an organization contribute their unique skills and expertise—but they also shape the company’s values, behaviors, and overall environment. Therefore, it is critical to select candidates who align with the company’s core values and vision. Organizations can foster a culture of shared purpose and mutual respect. However, they can only achieve this when the entire workforce is on board and actively engaged. This alignment ensures that employees are more likely to collaborate, support each other, and work towards common goals in a fully remote or hybrid workplace.
Hire great people who believe in and understand the importance of these practices. Your team will succeed and your relationships will flourish. All of this will inspire spontaneous ideas that drive your business’ present and future.