The Rules of Work Have Changed For Managers

Managing a team you don’t see every day is a different game. Communication is trickier, culture is harder to build, and trust isn’t guaranteed—it must be earned and reinforced intentionally.

In a world where hybrid and remote work are the norm, managers must develop new muscles if they want to succeed.

Common Missteps

Most managers try to lead remote teams the same way they did in-person ones:

• Over-scheduling meetings to “stay connected”

• Assuming visibility = productivity

• Neglecting informal conversations

• Failing to set clear expectations

These mistakes lead to burnout, confusion, and disengagement.

How to Manage Remote & Hybrid Teams Well

1. Default to Clarity
   Ambiguity is the enemy of remote teams. Be clear about goals, deadlines, roles, and what success looks like. Repeat it often.

2. Create Predictable Rhythms
   Set up recurring 1:1s, team standups, async check-ins, and retrospective meetings. Consistency builds trust and reduces uncertainty.

3. Over-communicate Without Micromanaging
   Provide context and transparency. Ask questions, listen, and give team members autonomy to solve problems.

4. Build Culture On Purpose
   Make space for celebration, recognition, and casual interactions—even in a Slack channel. Culture doesn’t just happen; you design it.

5. Treat In-Office and Remote Equally
   Avoid two-tiered teams. Ensure remote employees aren’t left out of opportunities, updates, or decisions.

What Great Managers Know

Distance doesn’t have to weaken leadership—it can sharpen it. The best managers of hybrid and remote teams are intentional about communication, fierce about clarity, and humble enough to keep learning what their people need.