6 Ways to manage and support hybrid workers in 2025

Let’s face it, hybrid working is here to stay — it’s going nowhere. While many businesses might have gone hybrid during the time of the pandemic, it’s clear now that hybrid working has reshaped the workplace, allowing businesses to attract and retain talent based on skill, culture fit and ability, rather than location.

Having said this, we can’t ignore the reality that managing hybrid workers presents unique challenges. For this method of working to be a success, businesses to have the right frameworks and leadership approaches in place. Hybrid workers need to feel supported, encouraged and motivated.

By understanding the specific needs of hybrid employees and addressing them proactively, organisations can create a workplace where flexibility thrives without compromising productivity or employee wellbeing.

Related: 25+ Employee engagement ideas for hybrid teams

What are hybrid workers?

Hybrid workers split their time between remote and on-site working. This approach offers employees the freedom to work from home or other remote locations, while still maintaining an on-site presence for collaboration, team-building or access to specialised resources. The hybrid model seeks to combine the best aspects of both remote and office work, but it requires thoughtful planning to make it work effectively.

Hybrid working reduces commute time, provides greater levels of autonomy and drastically improves work-life balance, ultimately helping to boost employee wellbeing.

How to manage hybrid employees

Managing hybrid workers requires a shift in mindset from traditional models of supervision and engagement. Leaders need to adapt their leadership styles to ensure everyone feels equally valued, whether they are working remotely or in the office. 

Below are practical strategies to manage and support hybrid employees effectively.

1. Establish clear communication channels

Consistent communication is essential when employees work across multiple locations. Use tools like Slack, Microsoft Teams or Zoom to facilitate regular check-ins, team meetings and casual interactions. Encourage open dialogue to reduce the potential for miscommunication and to make remote employees feel just as connected as those in the office.

Transparency is key here — managers should communicate expectations, goals and updates clearly and consistently. By doing so, hybrid workers will have a stronger sense of direction and progress.

2. Focus on results rather than presence

The traditional approach of evaluating employees based on their physical presence in the office is outdated in a hybrid model — after all, how much does time spent in a chair actually tell us about performance? Instead, we recommend you focus on something more tangible — results and outcomes.

Set clear, measurable goals for all employees and evaluate their performance based on these metrics. This ensures that both remote and on-site employees are assessed fairly, building a culture of trust and accountability.

3. Offer flexibility with structure

While hybrid working inherently offers flexibility, it’s important to balance this with a degree of structure. For example, designate specific days for in-office collaboration, team meetings or brainstorming sessions. This gives employees the opportunity to connect face-to-face without compromising the flexibility they value.

According to one source, 85% of hybrid workers said a blend of home and office work improved their productivity, but equally, they highlighted the importance of scheduled in-person meetings to maintain team cohesion.

4. Invest in technology and resources

Effective hybrid working relies on the right technology. Provide employees with tools and equipment that make their jobs easier, whether they’re at home or in the office. This could include laptops, ergonomic chairs or access to shared drives and software.

Managers should also provide training on these tools, ensuring all employees know how to use them effectively. With the right resources, hybrid workers can collaborate seamlessly, no matter where they are.

5. Prioritise employee wellbeing

Hybrid working can blur the boundaries between work and personal life, potentially leading to burnout. Encourage employees to take breaks, set boundaries and log off at reasonable hours.

Managers should also check in regularly with their hybrid workers to discuss not just work but also how they are feeling. A supportive approach to employee wellbeing contributes to higher morale and better productivity.

6. Create opportunities for inclusion and engagement

Hybrid workers may sometimes feel disconnected from their peers, especially if they spend the majority of their time working remotely. Combat this by creating opportunities for inclusion.

Host regular team-building activities that cater to both remote and on-site employees, and celebrate achievements together. Recognising contributions, regardless of location, also reinforces a sense of belonging.

Why supporting hybrid workers makes good business sense

Hybrid working can be a great way for businesses to remain competitive, especially when it comes to attracting and retaining top talent. By creating a work environment where hybrid employees feel supported, seen, motivated and inspired, businesses stand to benefit from higher engagement, improved productivity and stronger employee retention.

Employee surveys offer useful insights into the needs and challenges of hybrid workers. Want to know how engaged your hybrid workers are? Contact us today to enquire about an employee survey and discover how you can support your workforce more effectively.