Leading a hybrid team without the "always-on" pressure

While the hybrid workplace offers flexibility and access to diverse talent, it also presents a unique challenge for leaders: how to be truly present when your team might be dispersed across cities, time zones, or even continents.

Historically, leadership presence was largely synonymous with physical visibility. A leader's impact was often measured by their ability to be seen and to foster a sense of shared community within a physical space. In the hybrid world, this definition has expanded.

Presence now encompasses a multi-layered approach that includes:

·       Intentional digital visibility - participating in virtual discussions, sharing updates, offering feedback, and being responsive to messages. It's about demonstrating that leaders are actively engaged with their team's work and well-being, even when not physically co-located.

·       Purposeful connection - scheduling regular virtual one-on-ones, creating dedicated informal channels for team collaboration, or facilitating virtual coffee breaks. The goal is to replicate, as much as possible, the spontaneous interactions and relationship-building that occur in an office environment.

·       Empathetic communication - recognising that team members may be juggling childcare, varying work environments, and different time zone constraints. Being flexible, understanding, and clear in communication helps alleviate stress and foster a sense of psychological safety.

·       Leading by example in flexibility - leaders who demonstrate a healthy work-life balance and trust their teams to manage their own schedules, implicitly empower their employees to do the same. This builds a culture of trust and autonomy, which is fundamental for any hybrid team.

·       Strategic time management - dedicating focused time to deep work, intentionally blocking out time for team engagement, and setting clear boundaries to avoid burnout. Because a well-managed leader is a more present and effective leader.

The cost of disconnection

A lack of intentional presence in a hybrid environment can be detrimental to any organisation. When leaders are not visibly or meaningfully engaged, employees can feel disconnected, undervalued, and less motivated, leading to decreased engagement and morale.

A perceived absence can also lead to an erosion of trust, as employees may question their leader's commitment or understanding of their daily realities. Without consistent, deliberate presence, crucial information can be missed, resulting in communication gaps and misunderstandings, which in turn lead to misaligned efforts and operational inefficiencies. Ultimately, when connections are weak, spontaneous ideation and cross-functional collaboration suffer, reducing innovation and collaboration.

Addressing disengagement in a hybrid team requires a proactive and empathetic approach, rooted in the principles of intentional presence. Leaders must first acknowledge that disengagement can manifest differently in a remote setting and often stems from a feeling of disconnect or lack of purpose. This requires increased individual check-ins, not just to discuss tasks, but to genuinely understand challenges, listen to concerns, and offer support for both work-related and personal well-being.

Re-clarifying team goals and individual contributions, ensuring everyone understands their impact, can rekindle purpose. Fostering opportunities for social connection, such as virtual team-building activities or informal online spaces, can also combat feelings of isolation. Furthermore, providing avenues for feedback and actively demonstrating how that feedback is incorporated can empower team members and restore a sense of agency, transforming passive participation into active engagement.

Building intentional presence

Becoming an intentionally present leader in a meaningful way requires conscious effort and a willingness to adapt. This includes establishing clear communication norms, defining when and how teams will communicate, whether through synchronous meetings, spontaneous messages, or dedicated collaboration platforms, and crucially, what response times are expected. It’s also important to embrace tools that facilitate informal collaboration and information sharing, allowing for work to continue without requiring immediate responses.

While it's important to be accessible, it's equally crucial to set boundaries. Make yourself available and approachable during agreed-upon hours, but also clearly communicate your own working hours and response times to avoid the expectation of 24/7 availability. This models healthy work habits.

Importantly, actively solicit feedback. Regularly ask your team how you can better support them in the hybrid environment and how your presence is perceived without feeling the need to be "always on." Their insights will be invaluable in refining your approach to presence.

In addition, equip yourself and your fellow leaders with the skills and strategies needed to thrive in a hybrid model, focusing on areas like virtual communication, remote team management, and digital engagement that prioritise quality of interaction over constant availability.

For leaders, the hybrid workplace means reimagining what it means to be present. It's not just about showing up constantly but about showing up meaningfully within defined parameters in both the physical and digital space. At Acumen, we’re dedicated to equipping leaders with the practical tools to tackle real-life challenges. Our comprehensive range of training and development programs, including customised interventions and off-the-shelf courses, helps organisations foster a culture of respect and empower their employees. To learn more about our programmes and how they can benefit your organisation, please contact Simon at simon@askacumen.com.