Yesterday we went over four ways to update your approach to leading a remote or hybrid organization. Today we’re back with four more tactics.
Get everyone together regularly. “Anchor days,” where everyone is in the office at the same time, can build community—but they only work if everyone is there. Set clear expectations and require attendance. Adjust the number of anchor days per week based on your collaboration needs—two may be enough for some, while others may need three.
Build social relationships intentionally. Start with onboarding. Keep new hires in cohorts, pair them with experienced mentors, and facilitate introductions across the organization. To close inter-team gaps, bring related groups together for structured working lunches with a clear collaboration agenda.
Support mental health proactively. Remote work makes it harder to spot who’s struggling. Require regular check-ins, train managers to assess well-being virtually, and provide clear access to support resources. Protect work-life boundaries by limiting after-hours meetings.
Make communication a management priority. Ensure managers spend more time connecting people and keeping everyone informed. Use centralized documentation to maintain transparency and update teams regularly on shifting priorities, expectations, and changes across the business. |
