The year 2020 forever changed the way people think about work as the world learned how productivity can be maintained and even enhanced when the workforce is remote. Remote work allows employers and employees alike greater flexibility, from opening up the talent pool, to gaining more time in the week with the absence of a commute. The popularity of remote work is here to stay, leading to an increase of managers overseeing hybrid teams; a mix of people in an office and working remotely. As some employees return to the office, the idea of managing a hybrid team can feel like a daunting task. The good news is that it doesn’t have to be.
Managing a hybrid team

Brandon & Lisa Kinsey

Kinsey Management, a Certified Partner & Master Trainer of the Predictive Index

The world of work has changed. As organizations return to “normal,” they’re finding normal far more complicated than it once was.

Teams communicate not just across hallways, but across cities. Offices aren’t physical addresses, but virtual communities. And flexibility is no longer a nice perk—it’s a necessity.

“Normal” may be complicated, but it doesn’t have to be challenging. Below, you’ll find a tipsheet, blogs, and other resources you can use to prepare your teams for hybrid work.

Change is here. Let’s tackle it with confidence.

The year 2020 forever changed the way people think about work as the world learned how productivity can be maintained and even enhanced when the workforce is remote. Remote work allows employers and employees alike greater flexibility, from opening up the talent pool, to gaining more time in the week with the absence of a commute. The popularity of remote work is here to stay, leading to an increase of managers overseeing hybrid teams; a mix of people in an office and working remotely. As some employees return to the office, the idea of managing a hybrid team can feel like a daunting task. The good news is that it doesn’t have to be.


Successfully leading a team in a new situation requires the proper awareness and insight before taking meaningful action. Similar work styles can appear differently if someone is in person with their colleagues compared to virtual interactions. Communication, decision-making, and conflict-resolution can easily go awry when coworkers are in different locations. Understanding each other’s natural work styles helps build appreciation for what each individual needs to be successful. Through self-awareness and empathy, your team members’ ability to embrace their differing work styles can set the stage for top-notch team dynamics regardless of where each individual is located.


BUILD AWARENESS: Use a science-backed, reputable behavioral assessment to collect
people data on your team. This helps you become aware of how each team member
prefers to communicate, make decisions, and resolve conflict.
GAIN INSIGHT: How are your team members’ natural work styles similar? How are they
different? What degree of empathy needs to be in place to meet in the middle and satisfy
each person’s needs?
TAKE ACTION: Have a conversation with your team. Invite their feedback. Together,
decide how you will communicate, make decisions, resolve conflict, and support each
others’ natural work styles.
FOLLOW THROUGH: Action isn’t a checklist. Hold yourself and your team accountable
for supporting this way of working so you as a hybrid team can be just as, if not more
effective, as a team working in the same physical location.


Different team members have different work styles. Some focus on innovation, others on process. Some employees are people-focused and others focus on results. Each of these work styles plays out differently depending on whether you are managing an employee in the office or a remote employee. If learning more about how your employees may show up at work differently given their work location and receive analysis on how to effectively manage your hybrid team, please contact us for our FREE 1:1 Team Analysis session. You will receive our e-book on Team Work Styles and Complimentary trial of the Predictive Index!

Lisa Kinsey

Lisa Kinsey

Lisa Kinsey’s expertise lies in organizational strategy, culture change, project alignment and execution. She has been on the forefront of change and transformed businesses and cultures through people-focused strategies. Lisa has held numerous leadership positions with Fortune 500 companies that spans from sales and operations to HR and organizational development. She is passionate about sharing her experiences, successes and lessons learned with her clients, helping them breakthrough to the next level of performance.

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