--- title: "The Hybrid Leadership Handbook: 7 Steps to Success" description: Unlock hybrid leadership success with these seven key practices. 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- - - [whatsapp://send?text=https://blog.axcethr.com/hybrid-leadership](whatsapp://send?text=https://blog.axcethr.com/hybrid-leadership) - [mailto:?subject=The%20Hybrid%20Leadership%20Handbook:%207%20Steps%20to%20Success&body=https://blog.axcethr.com/hybrid-leadership](mailto:?subject=The%20Hybrid%20Leadership%20Handbook:%207%20Steps%20to%20Success&body=https://blog.axcethr.com/hybrid-leadership) ![hybrid-leadership (1)](https://blog.axcethr.com/hs-fs/hubfs/hybrid-leadership%20(1).webp?width=1200&height=800&name=hybrid-leadership%20(1).webp) In the workplace, hybrid leadership is a skill that's increasingly in demand. As more and more employees push for the flexibility of work-from-home days, an opportunity arises for business owners and managers to adopt a new set of leadership skills.  The hybrid work model is a highly valued benefit to many workers, who appreciate the convenience the set-up offers. For some, going back to in-person work five days a week is a dealbreaker. Research conducted by global consultancy McKinsey & Company confirms this. Twenty-nine percent of employees surveyed indicated they would think about quitting their jobs if their employer ceased to offer at least hybrid work.     The task of managing hybrid workers demands innovative, adaptable and empathetic leaders who are skilled in the areas of digital technology and employee engagement. In this post, I’ll cover seven of the most important hybrid leadership practices for you to master now. By grasping these hybrid leadership skills, you’ll be able to pave the way for a more dynamic and efficient future for your organization.  RELATED: [How to Engage Remote Workers >>](https://blog.axcethr.com/how-to-engage-remote-workers)  ## Embrace Digital Communication Tools Many hybrid and remote teams miss the frequency of in-person connection they felt in the office when they were in person daily. But with a few tweaks to your collaboration style, hybrid work doesn’t have to lead to a pause in communication.   Digital communication tools (outside of email) may not have been necessary before your office adopted a hybrid work structure, but with employees working remotely at least part of the time, these tools can offer a huge leg-up. Digital communication tools improve efficiency and allow employees to communicate quickly and in real-time.  To leverage the best possible methods of communication with your hybrid workforce, you should be using tools that minimally allow you to share files, videoconference, share your screen in real-time, and send instant messages.  According to Statista, digital communication tools like Zoom, Microsoft Teams, Skype, Google Hangouts, and Slack have become extremely popular for managing hybrid workers.  RELATED: [Managing Remote Employees >>](https://blog.axcethr.com/managing-remote-employees)  ## Perfrom Frequent Check-Ins for Effective Hybrid Leadership Leadership in hybrid workplaces requires managers to be able to connect face-to-face with their employees, no matter where they’re located. When employees aren’t in the office, managers may feel they lose the ability to have impromptu conversations. This doesn’t have to be the case when you utilize tools that offer instant messaging and voice/video calls. You can also beat the lack of connection with scheduled check-ins at frequent intervals.  Once-a-day formal check-ins are always a good idea if you can make time for it. While hybrid leaders should be sending communication throughout the day, even a 15-minute planned one-on-one call between a manager and each of their reports can do wonders to keep a working relationship on track.  During these meetings, be sure to enquire about the employee’s planned tasks for the day, whether they need help with anything on their to-do list, or if they have any questions from the day prior or for the day ahead.  [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/b718f6ca-2f95-4ce6-8fb0-899209a6821c.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/b718f6ca-2f95-4ce6-8fb0-899209a6821c) ## Set Timed, Tangible Goals Just because your employees are working from home doesn’t mean your team gets a break on its revenue goals, customer satisfaction metrics, or other important benchmarks and KPIs. Managers may feel a greater sense of assurance if they can find a way to keep track of their team’s progress and show other internal stakeholders that employees are just as productive when working from home.   While [Gallup polls](https://www.gallup.com/workplace/398135/advantages-challenges-hybrid-work.aspx) indicate that employees feel more productive while working from home, colloquial knowledge reveals that temptations often exist amongst employees who aren’t too far from their household chores, daily errands, or their TV remote.  While you can’t (and shouldn’t) control your employees’ every move, you can make efforts to keep employees engaged by holding your team to timed, tangible goals that will keep them on track to hit the benchmarks set out for the month, quarter, and year.  To do this, ask yourself and your team specific questions about what can realistically be accomplished during a given period, and then break that period up into manageable pieces. At each interval, measure progress and review wins and challenges that your team can learn from during the next phase of the project.  ## Implement Task Separation in Hybrid Workplaces For many work environments, some tasks are better performed in a face-to-face, collaborative setting, while others can be performed just as well completely alone.  Even if you’ve already established a hybrid work routine with your team members, it’s never too late to take a step back and re-evaluate what tasks you’d like to complete together and which you can handle individually.  For example, if you’re working on a shared document as a group, you may benefit from being able to look over each other’s shoulders and offer ideas in real time. One-on-one meetings, on the other hand, may go more smoothly when each participant can speak freely in the privacy of their own home. Split these tasks up into categories and assign them to in-person or work-from-home days as necessary.  RELATED: [Hybrid Work Statistics - The Numbers Behind the Growing Trend >>](https://blog.axcethr.com/hybrid-work-statistics) ## Explore Non-Invasive Team Technology While hybrid work has many benefits, one challenge for managers is the work structure’s limited visibility into employees’ workloads, bandwidths, and productivity. Some managers may take on the attitude that as long as metrics are met, it doesn’t matter when work is completed.  Others prefer to maintain an understanding of their teammates’ working hours and levels of output. If you’re of the latter mind, there are ways you can measure productivity in real time without being invasive, running afoul of worker protection laws, or breaching your employees’ privacy.  Tools like Microsoft Teams provide live and up-to-the-minute colored status indicators to show when employees are active at their computers, stepping away for a break, in a call/meeting, or are completely offline. Team-focused output tracking tools are also available, such as software that alerts managers to productivity metrics at various intervals. For more information about how managers can monitor employee activity in a compliant way, reach out to [experienced HR compliance specialists.](https://www.axcethr.com/services/human-resources/hr-compliance-specialist/)  [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/c35a237f-c2b0-4edb-9a59-caea9315e0b8.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/c35a237f-c2b0-4edb-9a59-caea9315e0b8) ## Track Employee Engagement Levels Employee engagement can suffer even in the most cohesive and collaborative of hybrid work environments. Keep comradery high by maintaining a temperature reading on employee engagement.  You can measure employee engagement qualitatively and quantitively by tracking performance metrics and by surveying your team members to get a gauge on how they’re feeling. Ask questions such as “do you feel like you have the tools you need to do your job well?” and “what do you like and dislike about your position?” Sometimes, you won’t know what your employees need if you don’t ask. No matter your budget, you can increase employee engagement by showcasing empathetic leadership in hybrid workplaces. When employees work from home, the line can be blurred between on and off time. Encourage a healthy work-life balance and make efforts to allow employees to disconnect in off-hours as part of your commitment to [workplace wellness.](https://blog.axcethr.com/workplace-wellness) RELATED: [How to Conduct an Employee Engagement Survey >>](https://blog.axcethr.com/how-to-conduct-an-employee-engagement-survey)  ## Utilize Ongoing Hybrid Leadership Training Leadership and development training shouldn’t falter just because your employees aren’t in person five days a week. If you received leadership training prior to moving toward a hybrid work model, you may benefit from a fresh perspective—one with hybrid leadership in mind.  RELATED: [Why Employee Development Benefits Your Team and Your Business >>](https://blog.axcethr.com/why-employee-development-benefits-your-team-and-your-business)  ## Investing in Team Growth and Leadership Development As we've explored throughout this post, effective hybrid leadership hinges on mastering specific practices, from embracing digital tools to tracking employee engagement. Remember, the journey doesn’t end here. You can also invest in the learning and development of your broader team. When employees grow and learn, your company reaps the benefits. Implementing these strategies not only enhances your leadership capabilities but also fosters a more dynamic and adaptable workforce. ## **[![Leadership and management training services tailored for small businesses](https://no-cache.hubspot.com/cta/default/2652187/interactive-189244092930.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLInUbRk1e3Th1SNxcBNHetUOLuf6%2BmNXGrWzdpLj6vvUay48FyxC%2BebVWNkAq3a1jw9VIDsJZPkbpr0%2FxbgRG0Uccry9zpzvBX3q92uJN6Y%2BifaXzMtBKPhS3wlL0x5YGxJ%2BSqrYD3CZL8FkZYVzoJ%2FeVmEqfPd9T%2FWTwvgw1Bi7z6tsycmejn0mtCI%2F%2FRL8LTSbWt70LKvdMiG47DJhgm89wNQgys6P880R93pWLTI0RFVc8mycVcau8zlRp%2Bmf9RKpNjf44I6KKWCmmeNAfAEhTQEchYGNQhkyicqkRT4&webInteractiveContentId=189244092930&portalId=2652187)** ## **Partner with Axcet to Strengthen Leadership at Every Level** If you’re interested in learning about how Axcet HR Solutions can assist you in implementing [leadership training for managers](https://www.axcethr.com/services/human-resources/training-and-development/) and professional development plans at all levels of your organization, our experienced HR consultants are just a conversation away. [Reach out today](https://www.axcethr.com/schedule-consultation/) to start shaping the future of your hybrid leadership journey. [![Axcet HR Solutions Meet the Team Footer](https://no-cache.hubspot.com/cta/default/2652187/b910adbe-bb44-49ba-950c-d66852b283e0.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/b910adbe-bb44-49ba-950c-d66852b283e0) [![Jenny Barnes, SPHR](https://blog.axcethr.com/hs-fs/hubfs/Jenny.jpg?width=80&height=80&name=Jenny.jpg)](https://blog.axcethr.com/author/jenny-barnes) Written by #### [Jenny Barnes, SPHR](https://blog.axcethr.com/author/jenny-barnes) Jennifer Barnes, SPHR is a seasoned HR business professional and program manager with a strong track record in employee relations, HR strategy, and compliance. Currently serving as a Human Resources Consultant at Axcet HR Solutions, Jennifer brings over a decade of experience leading HR initiatives that support organizational growth and operational excellence. Prior to joining Axcet, she held strategic roles at companies like Chewy and Amazon, where she specialized in employee investigations, coaching for leadership teams, and KPI-driven program management. Her cross-industry HR expertise is further bolstered by a portfolio of respected credentials, including the Senior Professional in Human Resources (SPHR) and a Certificate in Data Analytics from HRCI. Jennifer is also a Belbin Team Roles Certified Practitioner, reflecting her passion for leadership development and effective team dynamics. Beyond her corporate achievements, Jennifer has dedicated years to animal welfare causes, volunteering and fostering through the Lawrence Humane Society and previously with the Cayo Animal Welfare Society. With a commitment to strategic HR planning, data-driven decision-making, and compassionate service, Jennifer continues to make a meaningful impact in both her professional and community roles. Read more [View all posts →](https://blog.axcethr.com/author/jenny-barnes) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) - [services training & development](https://www.axcethr.com/services/human-resources/training-and-development/) #### [Leading the Way: 5 Strategies for Mastering Second Chance Hiring ![second chance hiring](https://blog.axcethr.com/hubfs/hiring-someone-with-a-criminal-record-_1200-x-628-px_%20(1).webp)](https://blog.axcethr.com/second-chance-hiring-5-tips-from-successful-companies) #### [![ADA Checklist](https://blog.axcethr.com/hubfs/ADA-Checklist-Accessibility-_1200-x-628-px_%20(1).webp) The Ultimate ADA Checklist for Small Business Accessibility](https://blog.axcethr.com/the-ultimate-ada-checklist-for-small-business-accessibility) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jenny Barnes, SPHR", "url" : "https://blog.axcethr.com/author/jenny-barnes" }, "dateModified" : "2026-08-07T01:47:23.435Z", "datePublished" : "2024-01-04T19:36:55.000Z", "headline" : "The Hybrid Leadership Handbook: 7 Steps to Success", "image" : [ "https://blog.axcethr.com/hubfs/hybrid-leadership-_1200-x-628-px_.webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/hybrid-leadership", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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As more and more employees push for the flexibility of work-from-home days, an opportunity arises for business owners and managers to adopt a new set of leadership skills. The hybrid work model is a highly valued benefit to many workers, who appreciate the convenience the set-up offers. For some, going back to in-person work five days a week is a dealbreaker. Research conducted by global consultancy McKinsey & Company confirms this. Twenty-nine percent of employees surveyed indicated they would think about quitting their jobs if their employer ceased to offer at least hybrid work. The task of managing hybrid workers demands innovative, adaptable and empathetic leaders who are skilled in the areas of digital technology and employee engagement. In this post, I’ll cover seven of the most important hybrid leadership practices for you to master now. By grasping these hybrid leadership skills, you’ll be able to pave the way for a more dynamic and efficient future for your organization. RELATED: How to Engage Remote Workers >> Embrace Digital Communication Tools Many hybrid and remote teams miss the frequency of in-person connection they felt in the office when they were in person daily. But with a few tweaks to your collaboration style, hybrid work doesn’t have to lead to a pause in communication. Digital communication tools (outside of email) may not have been necessary before your office adopted a hybrid work structure, but with employees working remotely at least part of the time, these tools can offer a huge leg-up. Digital communication tools improve efficiency and allow employees to communicate quickly and in real-time. To leverage the best possible methods of communication with your hybrid workforce, you should be using tools that minimally allow you to share files, videoconference, share your screen in real-time, and send instant messages. According to Statista, digital communication tools like Zoom, Microsoft Teams, Skype, Google Hangouts, and Slack have become extremely popular for managing hybrid workers. RELATED: Managing Remote Employees >> Perfrom Frequent Check-Ins for Effective Hybrid Leadership Leadership in hybrid workplaces requires managers to be able to connect face-to-face with their employees, no matter where they’re located. When employees aren’t in the office, managers may feel they lose the ability to have impromptu conversations. This doesn’t have to be the case when you utilize tools that offer instant messaging and voice/video calls. You can also beat the lack of connection with scheduled check-ins at frequent intervals. Once-a-day formal check-ins are always a good idea if you can make time for it. While hybrid leaders should be sending communication throughout the day, even a 15-minute planned one-on-one call between a manager and each of their reports can do wonders to keep a working relationship on track. During these meetings, be sure to enquire about the employee’s planned tasks for the day, whether they need help with anything on their to-do list, or if they have any questions from the day prior or for the day ahead. Set Timed, Tangible Goals Just because your employees are working from home doesn’t mean your team gets a break on its revenue goals, customer satisfaction metrics, or other important benchmarks and KPIs. Managers may feel a greater sense of assurance if they can find a way to keep track of their team’s progress and show other internal stakeholders that employees are just as productive when working from home. While Gallup polls indicate that employees feel more productive while working from home, colloquial knowledge reveals that temptations often exist amongst employees who aren’t too far from their household chores, daily errands, or their TV remote. While you can’t (and shouldn’t) control your employees’ every move, you can make efforts to keep employees engaged by holding your team to timed, tangible goals that will keep them on track to hit the benchmarks set out for the month, quarter, and year. To do this, ask yourself and your team specific questions about what can realistically be accomplished during a given period, and then break that period up into manageable pieces. At each interval, measure progress and review wins and challenges that your team can learn from during the next phase of the project. Implement Task Separation in Hybrid Workplaces For many work environments, some tasks are better performed in a face-to-face, collaborative setting, while others can be performed just as well completely alone. Even if you’ve already established a hybrid work routine with your team members, it’s never too late to take a step back and re-evaluate what tasks you’d like to complete together and which you can handle individually. For example, if you’re working on a shared document as a group, you may benefit from being able to look over each other’s shoulders and offer ideas in real time. One-on-one meetings, on the other hand, may go more smoothly when each participant can speak freely in the privacy of their own home. Split these tasks up into categories and assign them to in-person or work-from-home days as necessary. RELATED: Hybrid Work Statistics - The Numbers Behind the Growing Trend >> Explore Non-Invasive Team Technology While hybrid work has many benefits, one challenge for managers is the work structure’s limited visibility into employees’ workloads, bandwidths, and productivity. Some managers may take on the attitude that as long as metrics are met, it doesn’t matter when work is completed. Others prefer to maintain an understanding of their teammates’ working hours and levels of output. If you’re of the latter mind, there are ways you can measure productivity in real time without being invasive, running afoul of worker protection laws, or breaching your employees’ privacy. Tools like Microsoft Teams provide live and up-to-the-minute colored status indicators to show when employees are active at their computers, stepping away for a break, in a call/meeting, or are completely offline. Team-focused output tracking tools are also available, such as software that alerts managers to productivity metrics at various intervals. For more information about how managers can monitor employee activity in a compliant way, reach out to experienced HR compliance specialists. Track Employee Engagement Levels Employee engagement can suffer even in the most cohesive and collaborative of hybrid work environments. Keep comradery high by maintaining a temperature reading on employee engagement. You can measure employee engagement qualitatively and quantitively by tracking performance metrics and by surveying your team members to get a gauge on how they’re feeling. Ask questions such as “do you feel like you have the tools you need to do your job well?” and “what do you like and dislike about your position?” Sometimes, you won’t know what your employees need if you don’t ask. No matter your budget, you can increase employee engagement by showcasing empathetic leadership in hybrid workplaces. When employees work from home, the line can be blurred between on and off time. Encourage a healthy work-life balance and make efforts to allow employees to disconnect in off-hours as part of your commitment to workplace wellness. RELATED: How to Conduct an Employee Engagement Survey >> Utilize Ongoing Hybrid Leadership Training Leadership and development training shouldn’t falter just because your employees aren’t in person five days a week. If you received leadership training prior to moving toward a hybrid work model, you may benefit from a fresh perspective—one with hybrid leadership in mind. RELATED: Why Employee Development Benefits Your Team and Your Business >> Investing in Team Growth and Leadership Development As we've explored throughout this post, effective hybrid leadership hinges on mastering specific practices, from embracing digital tools to tracking employee engagement. Remember, the journey doesn’t end here. You can also invest in the learning and development of your broader team. When employees grow and learn, your company reaps the benefits. Implementing these strategies not only enhances your leadership capabilities but also fosters a more dynamic and adaptable workforce. Partner with Axcet to Strengthen Leadership at Every Level If you’re interested in learning about how Axcet HR Solutions can assist you in implementing leadership training for managers and professional development plans at all levels of your organization, our experienced HR consultants are just a conversation away. Reach out today to start shaping the future of your hybrid leadership journey.", "author" : { "@id" : "https://blog.axcethr.com/author/jenny-barnes#author", "@type" : "Person", "name" : "Jenny Barnes, SPHR", "url" : "https://blog.axcethr.com/author/jenny-barnes" }, "dateCreated" : "2024-01-04", "dateModified" : "2026-08-07", "datePublished" : "2024-01-04", "description" : "In the workplace, hybrid leadership is a skill that's increasingly in demand. As more and more employees push for the flexibility of work-from-home days, an opportunity arises for business owners and managers to adopt a new set of leadership skills. 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