Over the past few years, work has been transformed. Physical work offices are no longer the centre of productivity and culture. The rise of remote work has forced businesses to rethink how they operate. Fast forward to 2025 and the hybrid work model has become the norm for most Australian businesses.
With this relatively new approach to work, it is important that leaders are aware of the pitfalls that can arise when people are no longer sitting in the same room 5 days a week, 8 hours a day.
With hybrid work, leaders need to navigate a new landscape of flexibility, autonomy, and trust. They need to make sure that the connection, collaboration and a positive work culture that can be achieved when everyone is together all the time, is not lost. So, what does this new era of leadership really look like and how can leaders thrive in it?
While remote work skyrocketed during the pandemic, 2024 statistics show that hybrid models are here to stay.
According to the latest Australian Bureau of Statistics, 69% of businesses have fully embraced hybrid work, with employees spending an average of two to three days per week working remotely.
But the pendulum is swinging back slightly. McKinsey’s 2024 report on Australian workforce trends found that while 67% of businesses are sticking with hybrid models, 45% of businesses are now encouraging employees to return to the office for at least part of the week, many citing the need for more in-person collaboration and a stronger organisational culture.
“The reality is hybrid work is not a one size fits all model. Employees want flexibility, but businesses are recognising the need for in-person connection to drive innovation and maintain alignment. Leaders need to figure out how to manage these competing demands.”
If everyone is not in the same location, how can leaders lead effectively?
In a hybrid world, leaders can benefit most from being more intentional with their time, by creating an environment where people feel trusted and valued. Leaders need to find methods and strategies to ensure that people feel connected, regardless of their location. And the good news is that hybrid leadership can be incredibly powerful when done right.
The trick is to have faith in your people and stay focused on the big picture. If leaders fall into the trap of simply managing logistics of who’s in the office and when, they’ll miss the big picture. The focus needs to shift to cultivating culture, driving performance and ensuring that teams are collaborating effectively.
The challenges of hybrid or remote work models are;
- Disconnected culture – In the office, building culture happens naturally. In a hybrid world, it’s easy for remote employees to feel left out. The challenge is to create a culture that includes everyone, even when they’re not physically together.
- Trust and accountability – Managing a team that’s not physically present is tough. How do you trust your team to perform when you can’t see them? For hybrid leadership to work, it has to be about results and output.
- Overcoming Communication Barriers – Hybrid teams often face fragmented communication. With employees working in different locations and on different schedules, things can easily slip through the cracks. Leaders need to over-communicate to keep people engaged.
- Employee Well-being – When people are working from home, it’s hard to tell if they’re burning out. Leaders need to be more empathetic and attuned to their team’s needs through regular check-ins.
Practical ways to effectively lead hybrid teams
So how can leaders thrive in a hybrid world? Here are some practical ways you can adapt your leadership style to fill in any gaps caused by remote work.
- Set clear expectations and priorities: If your team is spread out, clarity is your best friend. Clear expectations are non-negotiable to make sure everyone understands their role, goals and how their performance will be measured.
Create written guidelines that outline expectations for communication, productivity and deadlines. Regular check-ins (weekly or bi-weekly) help ensure you stay on track, even if your team isn’t in the same room. - Make culture a priority: Hybrid work can leave employees feeling disconnected from the culture. As a leader, you can’t let that happen. You need to be intentional about building connection and culture even if your team is scattered. Host virtual team-building activities and in-person meet-ups every so often to ensure people still feel a sense of belonging. Consider picking up the phone and having a relaxed chat every so often and try to arrange days you will be in the office together.
- Focus on outcome not hours at a desk: In a hybrid world, it’s less about how much time someone spends in the office, and more about what they’re delivering. Leaders should focus on outcomes, not hours worked. Your team should feel trusted to manage their own time and to take ownership of their projects. Track outcomes and impact rather than activity. Set clear performance metrics that are based on the value your team is providing rather than how long they’re at their desks.
- Make your communication systems seamless: When your team is dispersed, communication can suffer. Leaders need to ensure that team members have the tools they need to communicate effectively and stay aligned whether it’s in person or via digital platforms. Establish clear communication channels for different types of conversations: Teams messenger platform for quick updates, online meetings for in-depth discussions, and email for non-urgent communications. And don’t forget to schedule regular one-on-ones with your team to stay connected on a deeper level.
- Lead with empathy: Everyone’s work-life balance and personal situations are different. Some employees may thrive in the flexibility hybrid work offers, while others may struggle with the isolation or blurred boundaries between home and work. Staying attuned to the needs of each person in your team is important in keeping people feeling engaged and motivated.
Learn to lead from anywhere
As hybrid work continues to evolve, the best leaders will be the ones who embrace flexibility, build trust and connection regardless of where their teams are working from.
Next time you find yourself wondering how to lead a team that’s not all in the same room, ask yourself: What kind of leader do I want to be? One who manages logistics or one who leads with purpose, clarity and trust?
I’d love to help you and your team work better together.
Don’t hesitate. Get in touch today.