The workplace has transformed, and hybrid working now leads the way – CIPD research shows that nearly three in four organisations (74%) have this model in place. What started as a crisis response during the pandemic has evolved into the “new normal” for global organisations. Yet while most leaders treat hybrid models as a logistical puzzle (balancing office schedules, ensuring IT systems work, and setting policies on flexibility) the deeper challenge is psychological. Hybrid work changes how people feel about their teams, their leaders, and their place in the organisation. If left unaddressed, these shifts can weaken belonging, reduce trust, and damage collaboration.
The real issue is mindset. Hybrid working isn’t just about managing where people sit on a Tuesday. It’s about rethinking how individuals and teams build relationships, share knowledge, and stay connected when some are in the office and others are remote. For leaders, this requires moving beyond operational fixes and addressing the psychological and cultural factors that either strengthen or erode connection.
The Psychological Barriers of Hybrid Working
Research shows that the risks of hybrid working are very real. A 2023 Gallup study found that employees who feel disconnected from their workplace culture are 2.5 times more likely to be disengaged and 5 times more likely to seek another job. While hybrid models give people autonomy, they can also create unintended challenges:
Assumptions of isolation – Remote employees may worry they are less visible and therefore less valued than colleagues in the office
Erosion of trust – Without regular informal interactions, misunderstandings escalate more quickly and relationships can become transactional
“Us vs. them” dynamics – Splits can form between those who spend more time on-site and those who don’t, fuelling comparison and resentment
Reduced psychological safety – Team members may feel less comfortable sharing ideas or raising concerns when they’re not physically present
These barriers don’t just harm culture – they impact results. A Harvard Business Review study found that remote employees are more likely to report feeling that colleagues mistreat them and leave them out. A lack of close contact with people inhibits the three ingredients of a healthy social system — the formation of trust, connection and mutual purpose. Clearly, hybrid models need more than policies to succeed.
Why Remote Team Leadership Matters
The answer lies in remote team leadership. Leaders can no longer rely on visibility in the office to maintain relationships or culture. Instead, they must proactively nurture belonging, connection, and trust. Effective leaders make three key mindset shifts:
- From coordination to culture-building – Leadership is no longer about making sure work gets done. It’s about shaping how people feel about being part of the team.
- From control to trust – Micromanagement is toxic in hybrid environments. Leaders must focus on outcomes, not presence, and show confidence in employees’ ability to deliver.
- From assumptions to empathy – Every employee experiences hybrid working differently. Leaders must step into the shoes of their people, adapting communication and support to fit diverse needs.
By making these shifts, leaders create environments where hybrid teams not only function but thrive.
Insights Discovery: A Tool for Belonging in Hybrid Teams
At Zestfor, we help organisations use Insights Discovery® to strengthen hybrid teams. This psychometric tool helps leaders understand personality preferences and adapt their approach. In hybrid contexts, the benefits are significant:
- Enhanced empathy: Some employees thrive on social interaction, others prefer quiet independence. Insights Discovery helps leaders recognise these differences and flex their communication accordingly.
- Stronger communication: By giving teams a shared language to discuss preferences, Insights reduces misunderstandings and builds trust.
- Inclusive connection: Leaders can use Insights to design hybrid routines that include all styles of working, so no one feels overlooked or left out.
For example, an Insights-led team might learn that those with a preference for extraversion crave regular check-ins, while introverted colleagues value time to focus independently. Instead of imposing one model, the leader creates a rhythm that honours both – deepening belonging for everyone.
Practical Tips for Leaders Managing Hybrid Teams
To make hybrid working successful, leaders need more than theory – they need actionable strategies. Here are six evidence-backed tips for strengthening belonging and connection:
- Create intentional connection rituals. Replace the “watercooler moments” that hybrid models eliminate. Start meetings with short personal check-ins, host virtual coffee chats, or rotate who shares a weekly win. These rituals reinforce human connection, not just task coordination.
- Level the playing field. Research from Harvard Business Review shows that employees working remotely often feel excluded from decision-making. Combat this by ensuring every meeting has an online-first approach – with agendas, shared notes, and equal speaking opportunities. Celebrate achievements on platforms visible to everyone, not just those in the office.
- Create psychological safety. Teams that feel safe to speak up are more innovative and resilient. Model this by admitting when you don’t have all the answers, actively inviting questions, and thanking people for contributions. Amy Edmondson’s work at Harvard shows that when leaders normalise vulnerability, performance and engagement rise.
- Adapt to individual needs. Hybrid isn’t one-size-fits-all. Some employees may crave face-to-face collaboration; others excel in quiet, remote spaces. Use tools like Insights Discovery® to understand these preferences, then tailor your approach. For example, detail-oriented colleagues may want structured agendas, while creative thinkers may prefer open brainstorming sessions.
- Rethink onboarding and inclusion. New starters in hybrid environments often struggle to build networks. Create structured buddy systems, virtual welcome sessions, and clear pathways for connection to ensure they feel part of the culture from day one.
- Invest in hybrid culture days. Don’t treat in-person days as just opportunities for project work. Use them to reinforce culture – through workshops, collaboration exercises, or sessions that connect people to organisational values and purpose. Culture is built through repeated, intentional experiences.
One of our most popular programmes is ‘Hybrid & Remote Team Management’, which equips managers and leaders with practical tools to create cohesion, accountability, and engagement in distributed teams.
Gen Z Need Re-Energising
According to research by Microsoft, 60% of Gen Z (those aged 18–25) say they are merely surviving or flat-out struggling. This generation is more likely to be single and early in their careers, making them more likely to feel the impacts of isolation, struggle with motivation at work, or lack the financial means to create proper workplaces at home. Ensuring that Gen Z feels a sense of purpose and wellbeing is an urgent imperative in the shift to hybrid.
Tips for leaders supporting Gen Z in hybrid teams:
- Prioritise mentorship and coaching – Pair younger employees with more experienced colleagues who can guide, support, and help them build professional confidence. Our guide to coaching employees is a useful resource to get started.
- Invest in wellbeing check-ins – Regular, one-to-one conversations focused not on tasks but on wellbeing can help identify early signs of burnout or disengagement.
- Design clear career pathways – Gen Z want to know how their role connects to the bigger picture. Be transparent about progression opportunities and provide stretch assignments.
- Provide financial and practical support – Offer stipends for home office equipment or access to co-working spaces to level the playing field for those without ideal setups.
- Encourage peer communities – Create spaces (both virtual and in-person) for Gen Z employees to connect socially, share experiences, and build a sense of belonging.
By proactively addressing their unique needs, leaders can help Gen Z re-energise, find purpose, and thrive in a hybrid working environment.
We have produced a useful guide on how to communicate and lead Gen Z in the workplace for further information and practical actions.
The Payoff of a Mindset Shift
The benefits of addressing the psychological side of hybrid working are clear. Gallup data shows that employees who feel connected to their organisation’s culture are 3.7 times more likely to be engaged and 5 times more likely to recommend their workplace to others. For leaders, this means greater retention, higher performance, and stronger employer branding.
But none of this happens by accident. It requires leaders who embrace the mindset shift – who see their role not just as coordinators of work but as builders of belonging. With strong remote team leadership and tools like Insights Discovery®, hybrid teams can achieve levels of trust, connection, and performance equal to (or even greater than) traditional office-based models.
Frequently Asked Questions About The Mindset Shift for Hybrid Working
Final Thoughts
Hybrid working is far more than a logistical challenge of scheduling or technology. It is, at its core, a test of leadership, mindset, and organisational culture. Success depends on whether leaders can look beyond the mechanics of hybrid models and embrace the deeper responsibility of shaping trust, empathy, and belonging in distributed teams.
When psychological barriers such as isolation, reduced trust, or “us vs. them” thinking are left unchecked, they quietly erode collaboration and performance. But when leaders make belonging a deliberate priority, hybrid working shifts from being a compromise to becoming a catalyst for stronger, more resilient teams. It becomes a way of working that gives people autonomy without sacrificing connection.
The organisations that thrive in the future of work will be those that approach hybrid not as a temporary fix, but as an opportunity to reinvent how teams collaborate, innovate, and grow together. With intentional remote team leadership, backed by tools such as Insights Discovery®, leaders can create cultures where every employee feels valued, heard, and connected – whether they’re in the office, at home, or somewhere in between.
Hybrid working is not just about where work happens. It’s about how leaders inspire people to bring their best selves to work, how teams build trust across distance, and how organisations embed purpose and belonging into every interaction. By addressing mindset and culture with the same urgency as technology and logistics, leaders can unlock the full potential of distributed teams – and set their organisations up for long-term success.