25+ Employee engagement ideas for hybrid teams

We’re living in a brave new world when it comes to work. We’re recognising that we all work differently, and in order to get the most out of employees, you need to work with them. You need to be flexible and allow them to create, innovate and work in a way that works for them. This could mean allowing employees to choose their hours (within reason). It could mean allowing for four-day work weeks. Or it could mean allowing for hybrid working.

So many companies these days have transitioned to a hybrid model of working, and that’s a great thing. There are so many positives that come with hybrid working. But there are also challenges. One of these challenges is that of employee engagement. How can you make sure your hybrid employees are engaged, motivated and productive? Here are our top employee engagement ideas to keep your hybrid employees enthusiastic and eager to turn up (whether physically or virtually) to work every morning.

Related: You might also be interested in our incredible list of 50 employee engagement statistics!

Hybrid engagement ideas

Every organisational culture is different. Every company’s employees are motivated by different factors. But based on our employee experience research and years of consulting, here are the most effective engagement ideas to keep your hybrid performers engaged:

1. Check in with your people

Communication is key to engaging remote and hybrid teams. Implement regular check-ins, such as daily stand-ups or weekly team meetings, to keep everyone aligned on goals and progress. However, to make these meetings more engaging, incorporate icebreaker questions, share interesting industry updates or discuss non-work-related topics. Adding variety can make check-ins feel less like routine tasks and more like genuine opportunities to connect.

Try different formats, like one-on-one sessions or small group meetings, to mix things up. For example, hold “office hours” where team members can drop in to discuss anything on their minds. This flexible approach can make team members feel more supported and understood.

2. Virtual team-building activities with purpose

Team-building activities are great for hybrid teams, but they need to go beyond generic games. Choose activities that align with your team’s interests and that encourage genuine connection. For example:

• Virtual escape rooms: Great for problem-solving and collaboration.
• Online book or film club: Helps initiate deeper discussions beyond work.
• Cooking or craft sessions: Ideal for creativity and learning new skills together.

You could also organise a “virtual lunch” where everyone orders food and eats together, creating a more relaxed and social setting. These activities make team-building enjoyable while fostering a strong sense of community.

3. Flexible working hours to suit everyone

A significant advantage of remote work is the ability to offer flexible working hours. This allows employees to work when they are most productive, whether they’re early birds or night owls. Encourage your team to structure their days in a way that suits their lifestyles.

In fact, research from the CIPD found that 87% of employees valued flexible working, reporting it improved their wellbeing. By offering flexible schedules, you’re helping team members balance work and life more effectively, which can lead to higher levels of engagement.

4. Find little ways to say thank you 

Recognising achievements can go a long way in keeping hybrid teams engaged. When employees feel valued, their motivation increases. Make recognition a regular part of your culture:

• Peer-to-peer shout-outs: Create a Slack channel where team members can share “thank yous” and shout-outs.
• Monthly awards: Acknowledge top performers with small awards, such as gift vouchers or a day off.
• Celebrate birthdays and anniversaries: Send personalised messages or small gifts to make team members feel special.

Remember, recognition doesn’t have to be formal. Simple gestures like sending a personal email or giving a verbal “well done” during a meeting can be just as impactful.

More inspiration: 7 non-financial rewards to motivate employees

5. Get colleagues talking

Alongside messages from leaders and managers, encourage colleagues to talk to one another and share their experiences. Nottingham Trent University do so via a blog, written by different colleagues. Other organisations have introduced a dedicated Intranet channel or informal WhatsApp groups where teams can talk to one another.

Consider the needs of different groups within your organisation and provide safe spaces for them to connect with one another. For instance, Imperial College London organise a monthly virtual baby and bumps meet-up for pregnant colleagues and new parents and host a regular support group for carers.

6. Invest in professional development

Supporting your team’s growth with professional development opportunities is an effective engagement strategy. Offer access to online courses, virtual conferences or mentorship programmes to help team members expand their skills. You could also implement “lunch and learn” sessions where employees present on topics of interest, enhancing both learning and team bonding.

Data from LinkedIn’s Workplace Learning Report suggests that companies prioritising employee development see a 50% higher retention rate. The opportunity to learn and grow within the company keeps employees engaged and invested in their roles.

7. Gather feedback with pulse surveys

Use employee pulse surveys to regularly check in on your remote team’s well-being and engagement levels. These short surveys can cover aspects like workload, communication and job satisfaction, providing valuable insights into what might need improvement. Be sure to share survey results and discuss any changes you’ll make based on the feedback.

• Regular frequency: Conduct pulse surveys quarterly or monthly to keep a pulse on team sentiment.
• Anonymous feedback: Encourage honesty by allowing responses to be anonymous.
• Action plans: Follow up on feedback with concrete actions to show the team their voices matter.

8. Support mental health and wellbeing

Remote work can blur the line between personal and professional life, leading to burnout if not managed carefully. Make mental health a priority by offering resources such as:

• Counselling services: Provide access to mental health professionals.
• Wellness days: Allow for occasional mental health days off.
• Mindfulness sessions: Host virtual meditation or yoga classes.

According to a report from the World Health Organization (WHO), depression and anxiety can cost the global economy around £1 trillion annually in lost productivity. Supporting your team’s mental health can prevent burnout and maintain engagement.

9. Leverage technology for better collaboration

Technology is fundamental in keeping remote teams connected. Use tools like Slack, Asana and Zoom to facilitate seamless communication and project management. However, go beyond work tools to make collaboration engaging:

• Virtual watercoolers: Set up a casual chat channel for non-work discussions.
• Co-working sessions: Host virtual co-working hours where team members can work “together” on video call.
• Gamification tools: Platforms like Kudos or Bucketlist can make achieving work goals more fun.

While technology can help, remember not to overwhelm the team with too many tools. Keep it simple and focus on tools that provide real value.

10. Set goals and celebrate milestones

Goal setting is essential in keeping remote teams focused. Break down large projects into smaller tasks with clear deadlines to help the team stay on track. When goals are reached, celebrate them:

• Virtual celebrations: Host a virtual happy hour or coffee break to mark a project’s completion.
• Recognition boards: Use a shared document or Slack channel to track completed goals.
• Rewards: Consider giving small rewards, such as e-gift cards, when significant milestones are achieved.

Breaking down large projects helps maintain momentum and gives the team a sense of progress, which can boost engagement.

11. Encourage communities of interest and social interaction

Encouraging social interaction outside work topics can improve team cohesion. Create channels or groups where team members can discuss hobbies, share recipes or post fitness challenges. Consider implementing these ideas:

• “Show and tell” sessions: Employees can present on topics they are passionate about.
• Hobby groups: Set up groups around shared interests, such as book clubs or running groups.
• Daily quizzes or challenges: Introduce fun activities that employees can participate in during breaks.

12. Provide ergonomic support for home offices

Physical comfort impacts productivity and well-being. Help your remote team set up comfortable home offices by offering:

• Home office stipends: Provide a budget for purchasing ergonomic chairs, desks or monitors.
• Guidelines on healthy workspaces: Share tips on maintaining good posture and setting up a comfortable work environment.
• Virtual ergonomic assessments: Offer online consultations with a specialist to advise on workspace improvements.

A survey by Buffer showed that 27% of remote workers struggle with work-related discomfort. Helping your team create ergonomic workspaces can reduce this and improve productivity.

13. Create shared project spaces

Encourage collaboration between remote and on-site employees by setting up shared project spaces. These can be digital or physical:

• Digital whiteboards: Tools like Miro or MURAL allow for real-time brainstorming and planning. Both in-office and remote workers can participate equally, making collaboration seamless.
• Hot-desking policies: If space allows, offer flexible seating arrangements in the office so that hybrid employees can easily find spots to work together when they’re on-site.
• Shared documents and repositories: Use platforms like Google Drive or SharePoint to keep project files accessible to everyone, regardless of where they’re working from.

14. Implement hybrid mentoring programmes

Develop mentoring schemes that cater to both remote and in-office dynamics. A hybrid mentoring programme can help employees feel more connected and supported.

• Regular one-on-one meetings: Encourage mentors and mentees to meet both virtually and in person to foster a stronger relationship.
• Mentorship “buddy” system: Pair mentors and mentees from different working locations (one remote, one in-office) to provide diverse perspectives.
• Group mentoring sessions: Host hybrid group mentoring events where multiple mentors share insights with a mix of remote and in-office mentees.

15. Use location-based perks

Offer employee perks that cater to employees regardless of their work setting. This helps ensure that remote and in-office workers feel equally valued.

• Office perks and remote alternatives: If your office provides free coffee or snacks, consider offering a similar benefit for remote workers, such as a monthly coffee shop gift card.
• Hybrid fitness initiatives: Provide in-office gym access or subsidised memberships for those who prefer to work out at home. Host virtual and in-person fitness challenges to encourage participation from everyone.
• Localised experiences: Give employees a stipend to explore local activities, such as a museum visit or a co-working space day pass, whether they’re near the office or working remotely.

16. Encourage regular role rotation

One of our favourite engagement ideas to help hybrid employees feel more connected to different aspects of the organisation is to introduce role rotation or cross-departmental projects.

• Temporary role swaps: Allow employees to temporarily switch roles or shadow other team members, either in-office or remotely, to gain a deeper understanding of the company.
• Project-based rotations: Assign employees to cross-functional projects that include a mix of in-office and remote team members. This promotes collaboration and helps build a broader skill set.
• “Day in the life” presentations: Have team members share what a typical day looks like in their role, whether they work on-site or remotely. This can build empathy and appreciation for different functions.

Hybrid work presents unique challenges, but the right engagement initiatives can help your team stay motivated, connected and productive.  The key is to regularly assess your team’s needs and be open to experimenting with different approaches that resonate with them. Which hybrid engagement ideas have you implemented at your organisation and what have you found to be the most effective?

To find out how we can help you measure and boost levels of employee engagement within your organisation, get in touch for a comprehensive and actionable employee engagement survey.