Bright Ideas by ColorVizion Lab is the go-to newsletter for people leaders transforming the talent experience. We answer the tough questions people leaders face daily—with straight talk and real solutions. Cassandra Cassillas, Senior Consultant at ColorVizion Lab, answers this week’s question.
❔Question of the week: “What’s the secret to a successful hybrid work model?”
As a people leader, most days feel like you’re the company troubleshooter. Add a hybrid work environment into the mix and the distractions pile up, pulling you further from your responsibilities and career development goals.
But here’s the truth: hybrid work is not going anywhere because the benefits are undeniable. Companies with well-executed hybrid models see spikes in productivity, retention, and innovation. A Stanford study even found that hybrid work reduces resignations while maintaining performance.
And while hybrid work opens doors to flexibility and inclusivity, it also presents unique challenges that demand your attention, such as:
💬Communication silos: In a hybrid model, it’s easy for remote employees to feel isolated while in-office colleagues dominate the information flow. Without intentional communication, misunderstandings grow, trust fades, and engagement declines.
👥Proximity bias: It’s human nature to notice the people we see every day. But in hybrid setups, this can sideline remote workers, limiting their access to high-visibility projects or recognition. You need to actively balance visibility to ensure equity.
🤝Collaboration gaps: Those spontaneous hallway brainstorms that fuel innovation? They don’t happen as easily in a hybrid world. You’ll need to create intentional spaces for idea-sharing that feel natural, not forced.
🤕Burnout risks: Hybrid work blurs the line between professional and personal life, especially for remote employees. The pressure to constantly prove productivity can quickly spiral into burnout and disengagement.
📉Performance evaluation pitfalls: Relying on “face time” or activity metrics unfairly penalizes remote employees. Instead, you’ll need to focus on outcome-based evaluations that genuinely drive business goals.
Hybrid work has become a test for your adaptability as a leader. And people are watching – Senior executives notice leaders who can navigate this shift with finesse.
But let’s not sugarcoat it: balancing team management with your career goals isn’t easy. The trick is to master strategies that help you create a high-performing environment without sidelining your professional growth.
📩Our team at ColorVizion Lab sees hybrid work as an opportunity to position yourself as a forward-thinking leader and set both your team and your career up for success. That’s why we’re creating a four-part newsletter series designed to help people leaders navigate and grow in an evolving workforce.
In this second issue, we’re sharing strategies on how to:
- Avoid chaos by establishing clear communication channels from day one
- Lead by example to drive team alignment and performance
- Empower managers to create an inclusive and collaborative environment
Let’s talk about it, and if you haven’t already, be sure to subscribe to the Bright Ideas newsletter so you know when our next issue drops.
🗣️ Avoid chaos by establishing clear communication channels from day one
Poor communication is the quickest path to dysfunction in a hybrid team. Without clear expectations and open dialogue, even the most well-meaning leaders can create barriers that leave employees frustrated and disconnected.
But when communication is done right, it becomes the foundation for a high-performing team.
Intentional communication ensures everyone knows what’s expected of them, including their role, performance metrics, and what success looks like. Employees are clear on when to check in, be online, or respond to tasks. They know who to turn to for support and how to advocate for their needs. Most importantly, they feel confident giving feedback, trusting that you’ll listen and act on it.
How do you make this happen?
The secret is building regular feedback loops and keeping your hybrid policies simple, accessible, and employee-focused. Here’s how:
- Keep it simple and clear: Hybrid policies should cover the essentials, like when employees need to be in the office, how communication should flow, and what resources are available to support them. Don’t overcomplicate it.
- Share information in more than one way: Not everyone absorbs information the same way. Combine team chats, emails, and even short videos to make sure your message reaches everyone.
- Show you’re listening: Employees are more likely to buy into policies that reflect their needs. Deploy quick quarterly surveys and adjust your hybrid work approach based on the results to build trust and increase policy adoption.
- Make feedback a routine: Ditch the once-a-year review as your only touchpoint. Regular one-on-ones and anonymous check-ins catch small problems before they escalate. Leaders who consistently make time for these meetings show they’re genuinely invested in their team’s success.
Cassandra Cassillas, Senior Consultant at ColorVizion Lab, shares her experience working with a company that included employees in all decision-making. This was a small, 200-person fintech company that wanted to solidify their hybrid arrangements post-pandemic.
Leaders held open Q&A sessions when rolling out hybrid policies and encouraged employees to vote on big decisions, like how often they should hold in-person meetings.
“The feedback wasn’t just collected, it was acted on in real-time,” Cassandra says. “Employees later reported feeling more invested in the company’s direction and more confident in leadership, resulting in stronger engagement and satisfaction scores.”
⚡ Lead by example to drive team alignment and performance
In a hybrid world, alignment starts with you. If you want your team to stay focused on goals while feeling supported, you need to lead by example. Transparency, balance, and connection are the foundation of a thriving team.
✔️Start with clarity. Break big objectives into smaller, actionable steps and make sure everyone knows how their work contributes to the team’s success. Regular updates – whether in meetings, emails, or a quick message – keep everyone aligned and eliminate confusion.
Questions like, “What’s getting in your way?” open the door to solutions before roadblocks become issues. And don’t underestimate the impact of celebrating wins, big or small, to remind your team their efforts matter.
✔️Balance is a priority, not a perk. Protect time for deep work by carving out meeting-free afternoons or encouraging your team to take real breaks. Flexible schedules for employees balancing caregiving or other responsibilities, show them they can succeed at work without sacrificing their personal lives.
Most importantly, lead by example. Use those mental health days and vacations, and remind your team to do the same.
✔️Connection fuels collaboration. At a previous company that Cassandra worked at, her team started virtual coffee breaks with no agendas and no work talk, just time to chat. It brought remote and in-office employees closer and created trust that carried over into projects.
🌟 Empower managers to create an inclusive and collaborative environment
Middle managers often struggle to create an even playing field between remote and in-office employees, making it difficult for everyone to feel included in team dynamics and key decision-making moments.
A big solution here is to give managers clear standard practices that help foster belonging among their teams. Here are example guidelines you can share with managers:
1️⃣Make inclusion intentional
Implement a “one person, one screen” policy for meetings, so everyone – regardless of location – can be seen, heard, and actively participate. This helps make sure remote and in-office team members are on equal footing during discussions.
2️⃣Create intentional space for asynchronous input
Establish clear collaboration standards by using shared digital tools like virtual whiteboards and consistently providing documents 24 hours in advance for asynchronous input. This ensures seamless participation across time zones and working arrangements, enabling all team members to contribute effectively in real-time or asynchronously.
3️⃣Foster small moments of connection
Pair remote team members with in-office “buddies” for informal check-ins to foster connections and build community. Use shared platforms to regularly recognize contributions from all employees, ensuring everyone feels acknowledged and valued.
By implementing these strategies, managers make inclusion part of the employee experience. This creates an environment where employees trust leadership and feel comfortable advocating for their needs.
In return, people leaders can put out fires before they spark. The less time spent problem-solving, the more breathing room and time you have to think about professional development and invest in your career plan.
📞 People leaders – What frustrating questions do you have?
Ask us anything about leadership, employee engagement, or working cross-functionally.
No question is off-limits! Submit them here and we may dive into the topic in an upcoming newsletter.
📰 Story of the week: 5 workplace strategies that should be left behind in 2024, according to HR pros
From ping-pong tables to unlimited PTO, HR professionals are tired of gimmicky and performative employee “perks.”
HR Brew shares the top workplace fads people leaders are ready to see go, and what they hope to see more of in 2025. Read the full story here.
Do you have a solid communications plan set up for hybrid teams?
To succeed in a hybrid environment, you need a clear communication strategy that keeps teams aligned, engaged, and performing at their best.
ColorVizion Lab can help build a communications strategy that covers executive comms, crisis comms, employee feedback channels, intranet and knowledge management, and more.
🛠️Learn more about our services
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