7 Ways to support hybrid workers in 2026

A quick insight: Hybrid working means staff split their time between on site and remote work. Around 28% of working adults in Great Britain follow this pattern. As hybrid becomes the new normal in many knowledge work sectors, supporting it well can lift engagement, productivity and belonging. This article shares seven practical ways to make hybrid work sustainable and inclusive for everyone.

Here at People Insight, we often get asked about the link between employee engagement and hybrid working, and it’s easy to see why. All things considered, hybrid working is still a relatively new concept for most people. Like any new way of working, it’s important to approach it thoughtfully, from every angle and manage it well.

Despite what you may have read and, and much to the relief of millions of workers out there, hybrid work shows no signs of disappearing. In Britain, 28% of working adults were in hybrid roles between January and March 2025. And while exact global figures vary by source, studies from late 2024 and 2025 suggest that, globally, around one-quarter to one-third of knowledge workers in developed economies engage in hybrid work. It’s a workplace trend that is going nowhere, making it more important than ever to get support right.

By refining your approach to hybrid working now, your organisation has a great opportunity to boost engagement, productivity and connection across your hybrid workforce. Below, our HR experts share seven key ways to support and engage hybrid workers in 2026. But first, let’s discuss what hybrid workers are.

Related: 25+ Employee engagement ideas for hybrid teams

What are hybrid workers?

Hybrid workers are employees who split their time between working remotely and working on site. For some, this might mean two or three office days a week with the remainder spent at home. Others may come into the office monthly for collaboration sessions while completing most of their responsibilities remotely.

The concept of hybrid work has grown since the pandemic normalised remote working, and it has become a long-term expectation for many employees. Research shows that workers see hybrid models as offering the best of both worlds: the flexibility and autonomy of remote work, combined with the collaboration and visibility of office time. Employers benefit too, often reporting higher retention and lower overhead costs.

That said, hybrid workers can face unique challenges: blurred boundaries, potential feelings of exclusion, lack of clarity on expectations and difficulties in maintaining career visibility. Managing hybrid employees well means addressing these challenges head on.

How to manage hybrid employees

Supporting hybrid employees requires a mix of structure, flexibility and thoughtful communication. Leaders need to provide the right tools, guidance and experiences so that employees feel included and valued regardless of where they are working. The following seven approaches,  compiled by our experienced HR consultants, show how you can create a supportive and productive environment for your hybrid workforce.

1. Help employees manage boundaries and rhythms

We often talk about work life balance, but with hybrid working rhythm matters too. Encourage employees to set regular routines such as dedicating certain days to collaboration and others to focused, independent work. Without boundaries, employees risk slipping into always-on behaviour that erodes wellbeing.

Practical steps might include encouraging employees to block focus time in calendars, discouraging meetings outside core hours, and promoting shared “anchor days” when everyone is in the office together. This helps employees feel more in control and supported by a culture that respects both personal time and collaborative energy.

2. Prioritise connection through purposeful in office time

Hybrid does not mean piecemeal. When employees do come into the office, the time should matter. Instead of focusing on filling desks, plan sessions that emphasise meaningful collaboration, creative workshops, mentoring or team rituals.

For example, a monthly innovation day where cross-departmental teams brainstorm ideas not only creates value but also strengthens relationships. This purposeful in-person time reinforces belonging and cohesion, which hybrid models risk diluting if left unmanaged.

3. Invest in collaboration tools that really work

As we head into 2026, a clear technology gap persists. Only 32% of employers invest in high performance collaboration tools even though 90% of employees say these tools matter for their productivity.

Video conferencing platforms, AI-assisted scheduling, secure file sharing and project management hubs can make or break the hybrid experience. Organisations that cut corners on technology risk leaving hybrid employees frustrated, excluded or unable to contribute fully. Investing in seamless collaboration is an investment in equity across the workforce.

4. Use data to understand hybrid needs in context

Do not treat hybrid workers as a single group. The experience of someone who spends one day in the office per week is not the same as someone in three days. Use actionable employee surveys, sentiment analysis and tools like Prism to compare the hybrid experience against office-based or fully remote groups.

This data-driven approach allows HR and leaders to understand where hybrid working is going well and where there are gaps. For example, if recognition scores are lower for hybrid employees compared to office-based colleagues, it highlights an opportunity to review how managers celebrate contributions across settings.

5. Formalise hybrid norms at team level

Standard policies rarely work across every team. Guide managers to set hybrid norms that suit their context while still aligning with wider organisational principles. A sales team may need more face-to-face time with clients and colleagues, while a dispersed product design team may only need one in-person session each month.

By formalising norms at the team level, employees gain clarity and fairness. They know what to expect, feel reassured that colleagues are following the same approach and avoid tensions caused by inconsistent practices.

6. Create virtual spaces that matter

Supporting hybrid does not mean abandoning virtual community. Online spaces can be just as valuable for creating connection and culture as in-person ones. Examples include weekly virtual social hours, digital “shout-out” boards for recognition or virtual ceremonies to celebrate milestones.

The aim is to build shared rituals that hybrid employees can join from anywhere. This prevents hybrid workers from feeling like outsiders and strengthens group identity. When employees feel part of something bigger, engagement naturally follows.

7. Invest in hybrid leadership training

Leadership is not only about managing tasks but about guiding hybrid teams effectively. Managers must know how to check in on wellbeing, lead inclusive meetings and recognise effort regardless of location. Without training, managers may fall into proximity bias, giving more attention and opportunities to those they see in person.

Providing hybrid-specific leadership training equips managers with confidence to run balanced conversations, address issues early and maintain trust across different working patterns. As hybrid models become more common, these skills are becoming central to effective leadership.

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.

Interested in using actionable surveys and targeted insights to support your hybrid workforce? Our employee survey platform and our hands-on consultancy team can help you understand what hybrid employees need and respond with meaningful change. Get in touch today.