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How do you recognize and engage remote and hybrid workers?

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Remote and hybrid workers are becoming more common in the workplace, especially after the pandemic. However, managing and engaging them can be challenging, as they may feel isolated, disconnected, or overlooked. How do you recognize and engage remote and hybrid workers effectively? Here are some tips to help you create a positive and productive remote work culture.

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1 Communicate regularly and clearly

Communication is key for any team, but especially for remote and hybrid workers. You need to communicate your expectations, goals, feedback, and recognition frequently and clearly. Use various channels, such as email, phone, video, chat, and social media, to suit different purposes and preferences. Avoid overloading or ignoring your remote workers, and make sure they have the information and resources they need to do their work. Also, encourage them to communicate their challenges, needs, and achievements, and listen to their feedback and suggestions.

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Jenn Longbine

Global Human Resources and Talent Acquisition Leader
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It begins with belonging. Your HR team should be leading (in partnership with your workplace/facilities teams) a meaningful conversation about how to create belonging remotely. As others flock back to the office, those who remain remote will feel increasingly alienated. You know what I mean if you've ever been the giant floating head on the screen while others are in the meeting room. It takes extra effort to ensure remote employees actually feel like employees. Consider the home office. What can you do to enhance that space? Swag or branded materials, ERGs for remote workers, projects only for remote workers... it's time to get creative. This is the new normal.

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2 Build trust and autonomy

Trust is essential for remote and hybrid workers, as they may not have the same level of supervision and support as in-office workers. You need to trust them to manage their time, tasks, and performance, and give them the autonomy and flexibility to work in their own way. Avoid micromanaging or controlling their work, and focus on the results and outcomes instead. Also, show them that you trust them by delegating meaningful and challenging work, and empowering them to make decisions and solve problems.

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Jenn Longbine

Global Human Resources and Talent Acquisition Leader
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Remote workers have challenges that local employees take for granted. Boundless interruptions by family members and pets, the search for the best WiFi signal in the house... things it's easy to forget about. Someone recently said, 'Well, they work from home, so they can use those commute hours for extra work.' Alas, reality prevails. Remote workers have responsibilities at abnormal times. Therefore, to create actual equity (not equality), they should be expected to work flexible hours. Measure success based on tangible output like completion and quality of work or attendance to non-negotiable meetings - not whether or not they were online at 9am. It is NOT "easier" to work from home.

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3 Foster collaboration and connection

Remote and hybrid workers may feel isolated or disconnected from their colleagues and the organization. You need to foster a sense of collaboration and connection among your team, and create opportunities for social and professional interaction. Use online tools, such as project management platforms, shared documents, and video conferencing, to facilitate teamwork and collaboration. Also, organize virtual events, such as coffee breaks, happy hours, games, and celebrations, to build rapport and camaraderie. Moreover, involve your remote workers in the organizational culture, such as by sharing the vision, values, and stories, and inviting them to participate in initiatives and activities.

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Yumi K

Co-Founder & CEO@LEAD | Pioneering AI solutions in workplace efficiency, knowledge management , organizational dynamics | Serial Entrepreneur, Speaker, Writer | Investor
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As a remote first company, we use virtual coffee chats to provide an informal platform where remote and hybrid employees can engage with each other and with office-based colleagues. These chats via LEAD.bot can help foster relationships, encourage open communication, and facilitate collaboration across different locations. Our employees use it as a dedicated time to talk about anything - work-related topics, personal interests, or even casual banter. By regularly scheduling these virtual meetups, organizations can ensure their remote and hybrid workers feel seen, heard, and included.

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Jenn Longbine

Global Human Resources and Talent Acquisition Leader
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It's time to consider remote and hybrid workers as a permanent part of the org chart. That means exploring things like employee resource groups for remote/hybrid workers, remote-only opportunities, bespoke recognition strategies, and investing in tools that ignite employee connections...

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4 Recognize and appreciate their work

Recognition and appreciation are powerful motivators and morale boosters for remote and hybrid workers. You need to recognize and appreciate their work regularly and sincerely, and show them that you value their contributions and achievements. Use different methods, such as public praise, personal thank-you notes, awards, bonuses, or gifts, to suit different occasions and preferences. Also, tailor your recognition and appreciation to their individual needs, goals, and interests, and ask them how they like to be recognized and appreciated.

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5 Support their well-being and development

Remote and hybrid workers may face various challenges and stressors, such as work-life balance, loneliness, burnout, or lack of feedback and guidance. You need to support their well-being and development, and show them that you care about them as people, not just as employees. Provide them with the tools and resources to work comfortably and safely, such as ergonomic equipment, secure software, or wellness programs. Also, offer them opportunities to learn and grow, such as by providing training, coaching, mentoring, or career advancement. Moreover, check in with them regularly, and ask them how they are doing, feeling, and coping, and offer them help and support if needed.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Fong Tuan CHEN, Chartered FCIPD

CHRO I Vice President ASEAN Human Development Organisation (AHDO) I TalentCorp Fellow I Adjunct Professor I mentor I transformation I strategy I future of work I doctoral candidate I former national dancesport athlete
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For hybrid workers, be clear about expectations and agree on the right 'blend' between work from home vs work in office. Determine which roles or jobs will use what kind of blend formula - research roles can have higher % of off site hours vs operational jobs that require more organic hands-on interactions. This will allow staff to plan and design their work arrangements to be the most productive and optimal.

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Jenn Longbine

Global Human Resources and Talent Acquisition Leader
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Recognizing that remote and hybrid employees are here to stay is the first step. The next step is to build your strategy to support this employee population. Consider investing in a Program Management headcount to focus exclusively on the unique needs of this population. How can you create a feeling of equity and inclusion that connects these employees to the core of what you're trying to achieve as a business? Consider the superpowers you gain with employees working across multiple time zones, for example. How can you leverage this to improve business outcomes? How can you leverage this to recruit the very best talent (rather than the very best logistics?). Lead the pack.

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How do you recognize and engage remote and hybrid workers?

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1 Communicate regularly and clearly

2 Build trust and autonomy

3 Foster collaboration and connection

4 Recognize and appreciate their work

5 Support their well-being and development

6 Here’s what else to consider

Employee Engagement

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