After managing virtual events for over two decades at TeamBonding, I’ve witnessed how the trend toward hybrid workplaces has transformed company culture.
Virtual events previously accounted for just 2% of our events, but during the pandemic, they became 100% of our business! Then, as the world reopened, hybrid became a much more popular option among employees and employers alike.
By watching this shift (and directly participating in it), I’ve learned that building a strong hybrid work culture isn’t just possible—it’s essential. That said, it has created some unique challenges that many leaders and companies still face.
From my experience facilitating over 180 virtual events in a single month (yes, that actually happened!) I’ve seen what works and what doesn’t when it comes to keeping distributed teams connected and engaged.
In this guide, I’ll share insights from the many lessons I’ve learned about managing distributed teams over the years.
What Is a Hybrid Work Setting, Really?
The hybrid workplace combines the flexibility of remote work with the collaboration benefits of on-site interaction. This distributed team model creates a dynamic that offers employees the opportunity to choose where and when to work.
But here’s what I’ve learned after 22 years: it’s not just about where people work—it’s about creating one unified company culture that transcends location.
As David Goldstein, our Founder and Creator of Opportunities (COO), put it in an episode of the Team Building Saves the World podcast, Sustaining Culture in a Hybrid Workplace:
“I think hybrid sped life up a little bit. It opened up a lot of new doors that we wouldn’t have opened up for many years.”
This acceleration has forced us to rethink how we approach team connection, communication, and company culture in some interesting ways.
What Does a Hybrid Workplace Look Like in Practice?
A hybrid workplace typically allows employees to split their time between home and office locations, but the specifics vary wildly between companies.
Some companies require a set amount of time in the office—for example, two days in the office, two to three days at home—while others only ask team members to attend monthly meetings. Others still add out-of-state remote workers to these equations.
The Reality of Managing a Hybrid Workforce
From what I’ve observed, many thriving hybrid workplaces have one thing in common: they don’t treat remote and in-person employees as separate entities. They’re one company, period.
This does present some distinct challenges that fully remote or in-person teams don’t face. For example, I’ve facilitated events where we had ten in-person teams competing alongside four virtual teams in our “In It To Win It” competition.
It was a blast, but let me tell you, making sure everyone feels equally included isn’t the easiest thing to do. It is highly rewarding, though—seeing everyone light up as they’re playing together in real time is fantastic.
I believe that we need to be intentional about creating those in-between moments and opportunities for connection that happen naturally in traditional office settings.
Pros and Cons of Hybrid Workplaces
Daphne Hoppenot, Founder of The Vendry, identified some of the challenges of hybrid work culture, saying:
“For young professionals, remote work might be a disservice to them. I think you get better training in person. I think virtual can be very transactional, and it’s hard to have those in-between moments, both socially and professionally.”
Insights like these have shaped how I approach and view hybrid work environment best practices.
Of course, hybrid employees generally enjoy more autonomy and a better work-life balance, since they can fit work around their lives instead of having a rigid 9-to-5 schedule in the office.
But, as Daphne pointed out, there are factors that can present some drawbacks. For example, a lack of communication and purpose can cause remote and hybrid workers to lose morale and focus.
Below, I’ll take a closer look at the pros and cons of hybrid workplaces before we dig into my tips for your company culture.
Pros of Hybrid Workforces
Hybrid work cultures tend to focus more on the employee experience. As David said, this opens up a lot of opportunities for both the employee and employer.
“Not only for companies to access different types of workers than they would have had before, but it also offers employees the chance to be able to work for a company that they may not have been able to work for before if they aren’t geographically desirable.”
Some of the top benefits of building a hybrid work culture include:
- Better work-life balance: Hybrid work cultures offer better flexibility and work-life balance. Employees can adjust their schedules to work around their lives, which means higher job satisfaction, reduced stress, and lower turnover rates.
- Lower costs: Not having an entire team in the office at one time allows companies to downsize their office space or opt for coworking spaces. This alone can significantly reduce monthly expenses, which in turn boosts your bottom line.
- Increased productivity: Did you know that remote work increases productivity? It’s true. With fewer at-home interruptions, increased autonomy, and repurposed commuting time, a hybrid workplace actually helps boost employee productivity.
Ultimately, the mix of in-office and remote work allows team members to benefit from in-person collaboration with colleagues on projects that require it, while also having the flexibility to set their own schedules when needed.
For example, team members might choose to work at home when they need an environment with fewer interruptions and distractions.
Cons of Hybrid Workspaces
There are pros and cons to everything, and hybrid work is no different. This new model has the potential to introduce some challenges that traditional company cultures didn’t face:
- Isolation and disconnection: Remote employees often feel disconnected from their coworkers, which can decrease morale and performance for some.
- Solution: Virtual team building activities and regular meetings can help team members connect and bond.
- Lack of motivation: Remote employees sometimes feel demotivated, especially if their in-person colleagues have more opportunities.
- Solution: Make sure all employees have equal opportunities for growth and access to the same resources.
- Accountability: Managers and executives have had to give up the traditional sense of control due to flexible working hours and locations.
- Solution: You can balance this by establishing expectations and creating new forms of accountability.
- Strained communication: Communicating in real-time can be challenging in hybrid teams, especially if they’re scattered across different time zones.
- Solution: Ensure employees have the tools and apps they need to exchange information and communicate without technical difficulties.
- Technical challenges: In all teams, everyone needs to hear and be heard—and that can be challenging if you don’t have the right technical setup (especially when it comes to team building events).
- Solution: Work with your IT department to handle technical logistics like screens, microphones, and sound to ensure everyone has the same experience.
These challenges shouldn’t deter you from embracing a hybrid workforce—after all, each of them has a potential solution! It’s all about finding the right balance for your company, being proactive to prevent issues, and addressing any concerns that arise.
My Top 4 Tips for Sustaining a Positive Hybrid Work Culture
Your company culture embodies the ethos of your organization—it’s built on trust and a sense of belonging, regardless of where your employees work.
This once relied on building relationships and connections through physical interactions, but the new hybrid model focuses more on individual autonomy and collective goals.
Here are my top four essentials for maintaining a positive company culture in hybrid workplaces:
1. Create a Shared Purpose
Someone who has been working remotely for a long time may lose sight of the company’s goals and their job’s purpose.
To maintain a positive company culture, managers should discuss the big picture and ensure each team member understands how their work is making a positive impact.
How to make it happen
I highly recommend charitable events like our Tools for Schools program to help create a shared sense of purpose. It’s a fantastic option that encourages friendly competition and good will among hybrid teams. In my experience, Tools for Schools helps demonstrate to your team how their valuable work is an essential piece of the bigger picture.
2. Celebrate Success
Employee recognition is important for maintaining a positive company culture. This is especially true in a hybrid work model where small achievements or milestones may go unnoticed outside of the office.
It’s essential to celebrate wins with your team to keep their morale, productivity, and motivation high.
How to make it happen
In my experience, personalized messages, awards, and employee recognition programs are great ways to celebrate team accomplishments and boost company loyalty. It can be as simple as a thank-you note or as elaborate as a Virtual Happy Hour event.
It’s really all about picking the celebration. For example, if a team member finished the first milestone on a project, maybe send a thank-you note. But if your team just finished the whole project, happy hour might be more fitting!
3. Schedule Time Together
Creating and maintaining relationships with coworkers is a must in a hybrid work culture. Sure, building strong bonds was simple when we all had to be in the office eight hours a day, but creating these relationships virtually takes a bit more effort.
How to make it happen
If possible, try dedicating an hour a week to a team meeting to help hybrid employees feel more connected. It’s a chance for coworkers to interact with each other, and it gives them a chance to update one another on current projects and personal milestones.
But remember: the technical aspect is key for distributed teams. Your screen, microphone, and sound need to be set up on both sides for the maximum effect. You are one company, remote and in person. Balance needs to be considered. If you have three hundred in person players, and you wish to include six virtual players, your choice of event will be important.
Team building activities are another effective way to foster employee connections and build a positive company culture. Since these events happen less often, they’re a good fit for remote or hybrid employees who find that meetings interfere with their productivity.
Our In It To Win It and At the Races events are high-energy activities that’ll give your group the opportunity to work, laugh, and learn together through friendly competition. They’re great at building team strength and improving communication.
4. Encourage Feedback
Focusing on the employee experience can help you maintain a positive and engaged company culture. It’s easy to forget this in a hybrid setting, but it’s essential. After all, workers who feel valued and understood tend to be happier and more productive.
How to make it happen
Encourage your employees to provide feedback and give them a space to submit anonymous input. Then, make sure to follow through on your promises!
If your employees are asking for better tools to help them do their jobs more efficiently, do your best to plan out your budget accordingly and get them the tools they need.
Ready to Transform Your Hybrid Work Culture?
Whether you’re just starting your hybrid workplace journey or you’re looking to improve your current approach, remember this: your people are your most valuable asset, regardless of where they happen to be sitting.
Every great team building experience relies on acknowledging the value of your employees. By creating a shared purpose, celebrating wins, and scheduling time together, you can foster a sense of belonging and maintain a positive company culture.
Explore our catalog of hybrid team building activities or contact us for help putting together the perfect event for your team.
