Remember when “remote work” was just a temporary pandemic fix? It’s not anymore. Today, hybrid work is the norm in many industries. But keeping employees engaged in this new model takes intention.

The Benefits of Hybrid Work
A Stanford study found that hybrid workers were just as productive and had 33% lower turnover compared to full-time office employees. When done well, hybrid work offers flexibility, better work-life balance, and stronger retention.

The Engagement Challenge
Still, hybrid teams face real risks:

• Isolation and miscommunication for remote employees
• “Proximity bias,” where in-office workers get more attention or opportunities
• Uneven experiences, depending on role or manager

How HR Teams Are Responding
The best organizations use a mix of tech and tradition:

• Regular virtual check-ins and performance coaching
• Digital recognition tools to celebrate wins
• Clear hybrid norms (e.g., which meetings require video, which days to come in)

They also measure what matters using short surveys, engagement scores, or team health dashboards to guide their culture strategy.

What Non-HR Folks Can Do
Whether you’re in HR or not, you can build connection:

• Overcommunicate with remote teammates
• Be intentional about celebrating wins
• Offer input on what hybrid practices help or hurt

Hybrid isn’t just about where people work—it’s about how people stay connected. Done right, it leads to better outcomes for everyone.

Disclaimer:
This post reflects my personal views and experiences as an HR professional and does not represent the views of my employer. The content is for informational purposes only and should not be construed as legal or organizational advice.

Shared by Anaya Gottilla | Explore HR Blog