In an ever-changing professional world, hybrid management is emerging as an essential solution for reconciling flexibility and collective performance. With teams split between face-to-face and teleworking, the challenges of coordination, communication and cohesion have never been so crucial.

However, far from being a simple compromise, this model offers a unique opportunity: that of leveraging the strengths of both ways of working, while meeting the modern expectations of employees. But how can optimal productivity and smooth collaboration be guaranteed in this context? From digital tools to team rituals and adaptive leadership, discover the keys to transforming this challenge into a real lever for success.

Hybrid management is now an inescapable reality in the modern professional landscape. With teams made up of employees working both face-to-face and remotely, the challenges of productivity, collaboration and cohesion are becoming major. This article explores the keys to effectively managing a hybrid team, combining the best practices of traditional management with the innovations of flexible working. Discover how to clarify roles, optimize communication, strengthen social ties and take full advantage of collaborative tools to transform this model into a strategic asset for your organization.

What is a hybrid team and why adopt it?

A hybrid team is characterized by a work organization in which some employees work on the company’s premises, while others operate remotely, whether from home, a coworking space or in workation. This model, now firmly rooted in business practices, offers greater flexibility, meeting employees’ aspirations while optimizing collective performance. According to recent data, over 30% of employees practice teleworking, a trend that is growing particularly for project teams, where autonomy and adaptability are essential.

Adopting this type of organization offers major advantages for both employees and the company. On the one hand, employees benefit from a better work-life balance, reduced commuting stress and greater autonomy in managing their time. On the other, the company gains in agility, reduced costs (such as those associated with offices), and attractiveness on the job market. However, this model requires a rethought managerial approach, where trust, clarity of objectives and fluid communication become the pillars of success.

Key skills for managing a hybrid team

Managing a hybrid team can’t be improvised. This role requires cross-disciplinary skills, or soft skills, that go beyond traditional technical know-how. These include active listening and empathy, which are essential for understanding individual needs and adapting management accordingly. A leader also needs to communicate clearly and transparently, avoiding any ambiguity that could undermine cohesion or productivity. Physical distance can lead to misunderstandings and frustrations, hence the importance of clear messages that are accessible to all.

Trust is another fundamental pillar. In a hybrid environment, employees need to feel supported and empowered to take initiative. An effective manager cultivates this trust by setting ambitious but realistic objectives, recognizing successes, and avoiding micromanagement, which can stifle creativity. Finally,adaptability is crucial: knowing how to adjust working methods, tools or rhythms according to feedback from the field and project developments helps maintain a dynamic balance within the team.

The importance of tools and processes

To support these skills, collaborative tools play a central role. Platforms such as Teams, Zoom or Klaxoon facilitate exchanges, document sharing and real-time task tracking. However, their effectiveness depends on their consistent integration into work processes. For example, a visual dashboard (via Trello or Monday) enables intuitive monitoring of project progress, while a well-structured intranet centralizes essential information, preventing the dispersal of knowledge.

Beyond tools, standardizing processes is a key performance driver. Defining clear rules for meetings (frequency, duration, preparation), progress reports and feedback creates a reassuring framework. For example, instituting time slots without meetings promotes concentration, while a shared calendar limits overlapping agendas. These elements, combined with ongoing training in good teleworking practices, transform the challenges of hybrid management into opportunities for collective growth.

Clarifying roles and responsibilities for an aligned team

In a hybrid team, clearly defined roles are a prerequisite for success. Each member of the team needs to know his or her tasks, responsibilities and the expectations associated with his or her position. This involves drawing up a project charter, a reference document that formalizes objectives, deliverables, deadlines and key contacts. This charter becomes all the more crucial in a hybrid context, where distance can blur reference points. It must be accessible to all, regularly updated, and serve as a guideline throughout the project.

To reinforce this clarity, scoping meetings at the start of the project are essential. They ensure that all team members are fully aware of their responsibilities, and answer any questions they may have. Next, regular progress reviews (weekly or twice-weekly) keep the team aligned. This can be an opportunity to readjust priorities, celebrate progress, or identify bottlenecks. For widely dispersed teams, a monthly face-to-face debriefing (whenever possible) strengthens cohesion and humanizes professional relations.

The art of planning in a flexible environment

Planning is another major challenge of hybrid management. With employees alternating between face-to-face and teleworking, it is crucial to have a shared vision of availability. A tool such as Google Calendar or Outlook, synchronized with individual preferences, enables everyone to know when each other is available. This transparency avoids misunderstandings (“I thought he’d be in the office today!”) and optimizes collaboration.

To take this a step further, some managers involve their teams in drawing up their schedules. Each employee can thus indicate his or her teleworking slots according to personal constraints, while ensuring that overlapping periods (when the maximum number of members are present) are reserved for activities requiring close collaboration. This participative approach reinforcesautonomy and accountability, while guaranteeing smooth organization.

Optimizing communication for seamless collaboration

Communication is the lifeblood of a hybrid team. Without it, the risks of disengagement, misunderstandings and silos increase exponentially. To remedy this, there are several levers that can be used. Firstly, videoconference meetings should be systematically organized with the cameras switched on. As studies in non-verbal communication have shown, the visual represents a major part of our mutual understanding. A meeting without images impoverishes exchanges and undermines team cohesion.

Next, instant messaging tools (Slack, Teams, Discord) help maintain a continuous link between meetings. They are ideal for quick questions, document sharing or informal discussions. However, their use needs to be supervised to avoid information overload. For example, creating thematic channels (one for official announcements, another for technical exchanges, a final one for moments of relaxation) helps to structure conversations. A benevolent, inclusive tone should also be encouraged, so that everyone feels comfortable participating, wherever they may be.

The power of visual management

In a context where face-to-face exchanges are reduced, visual management takes on its full meaning. Rather than long, written reports (which often go unread), opt for summary dashboards, infographics or diagrams that summarize the essentials at a glance. Tools such as Miro or Canva enable you to create attractive, interactive documents that are accessible to all.

This approach also applies to task management. A Kanban board (via Trello or Jira) provides an overview of projects, with tasks in progress, those completed and any blockages. Each team member can see the overall progress and adjust his or her work accordingly. To reinforce ownership, involve employees in the co-construction of these tools: they will be more inclined to use them if they have defined the structure and key indicators.

Strengthen social ties and corporate culture at a distance

One of the major risks of hybrid working is the fragmentation of social ties. Without spontaneous interactions (coffee breaks, discussions around the coffee machine), employees can feel isolated, which impacts on their motivation and sense of belonging. To remedy this, managers need to recreate moments of informal exchange, even at a distance. Initiatives such as “virtual lunches” (where everyone eats in front of their camera, discussing light-hearted topics) or “online afterworks” (quizzes, games, blind tests) break the routine and strengthen bonds.

Beyond these fun moments, it’s crucial to maintain a strong corporate culture. This means regularly disseminating information on the life of the company (new hires, ongoing projects, collective successes) via newsletters or plenary meetings. L’office manager plays a key role in animating these forums and ensuring that teleworkers are not left out. For example, organizing a “virtual office tour” for new arrivals, or sending surprise packages (goodies, books, delicacies) to remote teams, is a sign of the attention paid to each individual.

Managing international hybrid teams: an additional challenge

When a hybrid team expands internationally, the challenges become even more complex. Language barriers, cultural differences and time zones can complicate collaboration. There are a number of best practices for dealing with them:

Firstly, standardize the working language (often English) and ensure that all documents and written exchanges are drafted in this language. Secondly, sensitize the team to cultural differences through training or workshops to avoid misunderstandings (for example, the notion of punctuality or hierarchy varies from country to country). Finally, schedule meetings on a rotating basis, so that no-one is systematically disadvantaged by late or early working hours.

Despite the distance, it’s possible to create a strong team dynamic. For example, organize a “virtual team building” (online escape game, distance cooking course) or an “international hackathon” where each country contributes to a common project. Although these initiatives require more preparation, they pay off in terms of cohesion and collective performance.

Evaluating performance and providing feedback in a hybrid context

In a hybrid team, traditional evaluation criteria (such as physical presence or working hours) lose their relevance. It’s time to focus on results and the quality of deliverables. To do this, define objective indicators (KPIs) upstream of the project, communicating them clearly to the team. For example: meeting deadlines, quality of reports, contribution to collaborative discussions, or feedback from peers.

Regular feedback is another essential lever. In a hybrid context, feedback needs to be structured and constructive. Set up monthly one-to-one meetings (by video or face-to-face) to discuss progress, difficulties and areas for improvement. These meetings are also an opportunity to recognize efforts and celebrate successes, which boosts motivation. For international teams, a 360° feedback system (where everyone evaluates their peers) can offer a more balanced view of performance.

Training and supporting employees in teleworking

Finally, the success of a hybrid team also depends on the skills of its members. Telecommuting requires specific skills: autonomy, organization, resilience in the face of isolation, and mastery of digital tools. Offer dedicated training courses (time management, use of collaborative tools, remote communication techniques) to equip your employees.

At the same time, encourage mentoring and sponsorship between peers. An experienced telecommuting employee, for example, can accompany a newcomer to share best practices. Creating a self-help community (via a dedicated Slack channel or discussion group) also enables tips to be shared and challenges to be solved collectively. By investing in these features, you can turn the constraints of hybrid computing into development opportunities for your teams.

Creating a stimulating hybrid work environment

For the hybrid model to work in the long term, it’s essential to rethink workspaces, whether physical or virtual. In offices, opt for modular layouts, such as flexible spaces that adapt to team needs (collaboration zones, fully-equipped videoconference rooms, relaxation areas). A well-designed office, with equipmentbecomes an attractive place where employees want to be.

From a distance, make sure that each member has the necessary equipment (high-performance computer, headset, HD webcam) and secure access to company tools. You can also offer resources for setting up the workspace at home (ergonomic guides, financial assistance for furniture purchases). Finally, don’t forget the importance of team rituals: a personalized welcome on Monday morning, a weekly video review, or a virtual wall where everyone shares their daily objectives. These little touches make a big difference to theemployee experience.

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FAQ: How can I manage a hybrid team effectively?

1. What is a hybrid team and why has it become commonplace?

A hybrid team is a structure where some employees work face-to-face (on company premises), while others operate remotely (telecommuting or from coworking spaces). This model has become widespread due to several factors:

• The changing expectations of employees, who are looking for greater flexibility andautonomy.
• Technological advances, facilitating remote collaboration thanks to high-performance tools.
• Proven benefits for businesses, such as increased productivity and reduced premises costs.
• Post-pandemic cultural changes, where telecommuting has become the norm in many sectors.

According to recent studies, almosta third of employees now work remotely, with an average of 3.6 teleworking days per week, compared with 1.6 days before 2020.

2. What are the main challenges of hybrid management?

Managing a hybrid team presents specific challenges, including :

• Coordination: Ensuring effective synchronization between face-to-face and remote members.
• Communication: Avoiding misunderstandings and maintaining a social link despite distance.
• Productivity: Ensuring that all employees remain committed and efficient, wherever they work.
• Fairness: Treat all team members fairly, without favoring those who are physically present.
• Corporate culture: preserving a sense of belonging and shared values.
• Time zone management (for international teams): Organize compatible working hours.

These challenges call for an adaptive approach, combining digital tools, soft skills and innovative management strategies.

3. What are the key skills needed to manage a hybrid team?

To successfully manage a hybrid team, a leader must develop cross-disciplinary competencies (or soft skills), including :

• Active listening: understanding the needs and concerns of each employee, whether in person or remotely.
• Clear communication: Conveying precise, unambiguous messages, avoiding misunderstandings.
• Trust: Creating an environment where every member feels empowered and supported.
• Adaptability: Quickly adjust to changes (tools, methods, external constraints).
• Empathy: Understanding the specific challenges of teleworking (isolation, time management, etc.).
• Mastering digital tools: Make effective use of online collaboration platforms (Slack, Teams, Trello, etc.).
• Conflict management: defusing tensions linked to distance or cultural differences (for international teams).

These skills are essential to maintaining a positive team dynamic and optimal productivity.

4. How to structure a hybrid team for maximum efficiency?

To optimize the efficiency of a hybrid team, here’s a proven methodology:

1. Define clear roles and responsibilities:
   • Draw up a project charter specifying objectives, roles and expectations.
   • Use visual management tools (such as Trello or Monday) to keep track of tasks.
2. Draw up a project charter specifying objectives, roles and expectations.
3. Use visual management tools (such as Trello or Monday) to keep track of tasks.
4. Scheduling attendance and absence:
   • Create a shared calendar (via Google Calendar or Outlook) so that everyone knows each other’s teleworking days.
   • Balancing shared working hours to facilitate real-time exchanges.
5. Create a shared calendar (via Google Calendar or Outlook) so that everyone knows each other’s teleworking days.
6. Balancing shared working hours to facilitate real-time exchanges.
7. Organize regular, targeted meetings:
   • Focus on short, frequent stand-up meetings to review progress.
   • Alternate between virtual meetings (with cameras on to encourage commitment) and face-to-face meetings (if possible).
8. Focus on short, frequent stand-up meetings to review progress.
9. Alternate between virtual meetings (with cameras on to encourage commitment) and face-to-face meetings (if possible).
10. Promoting asynchronous collaboration:
    • Use collaborative tools (such as Notion or Confluence) to centralize information.
    • Encourage written feedback (comments, feedbacks) to limit unnecessary meetings.
11. Use collaborative tools (such as Notion or Confluence) to centralize information.
12. Encourage written feedback (comments, feedbacks) to limit unnecessary meetings.
13. Establish team rituals:
    • Organize informal moments (virtual cafés, online games) to strengthen cohesion.
    • Celebrate collective success (through announcements or symbolic awards).
14. Organize informal moments (virtual cafés, online games) to strengthen cohesion.
15. Celebrate collective successes (through announcements or symbolic awards).

5. What tools should you use to manage a hybrid team?

The choice of digital tools is crucial to ensuring smooth collaboration. Here is a selection by category:

Category	Recommended tools	Main purpose
Instant communication	Slack, Microsoft Teams, Discord	Real-time exchanges, creation of themed channels, integration of third-party apps.
Videoconferencing	Zoom, Google Meet, Whereby	Virtual meetings with screen sharing, recordings, sub-commission rooms.
Project management	Trello, Asana, Monday, Jira	Task tracking, assignment of responsibilities, visual dashboards.
Documentary collaboration	Google Workspace, Notion, Confluence	Real-time document creation and sharing, knowledge bases.
Time management	Clockify, Toggl, Harvest	Track hours worked, optimize productivity.
Feedback and evaluation	Officevibe, 15Five, Lattice	Anonymous feedback, regular evaluations, commitment monitoring.
Virtual team building	Gather.town, Miro, Kahoot!	Online fun activities, collaborative brainstorming, interactive quizzes.

Tip: Limit the number of tools to avoid cognitive overload, and train your team to use them.

6. How to maintain team cohesion in a hybrid environment?

Team cohesion is a pillar of performance, especially in a hybrid context. Here are some proven strategies for strengthening it:

• Creating social rituals:
  • Organize weekly “virtual cafés ” with no fixed agenda.
  • Launch collaborative challenges (e.g. photo contests, cultural quizzes).
• Organize weekly “virtual cafés ” with no fixed agenda.
• Launch collaborative challenges (e.g. photo contests, cultural quizzes).
• Encourage informal exchanges:
  • Dedicate a channel (on Slack or Teams) to non-business discussions (hobbies, news, etc.).
  • Offer “virtual lunches” where everyone eats in front of the camera.
• Dedicate a channel (on Slack or Teams) to non-business discussions (hobbies, news, etc.).
• Offer “virtual lunches” where everyone eats in front of the camera.
• Valuing collective success:
  • Highlight team victories at meetings.
  • Send public thanks (via a dedicated channel or bulk email).
• Highlight team victories at meetings.
• Send public thanks (via a dedicated channel or bulk email).
• Encourage face-to-face meetings:
  • Organize quarterly seminars (if possible) to strengthen ties.
  • Plan team building activities (escapes games, creative workshops).
• Organize quarterly seminars (if possible) to strengthen ties.
• Plan team building activities (escapes games, creative workshops).
• Promoting an inclusive corporate culture:
  • Involve teleworkers in strategic decisions.
  • Regularly share company news (newsletters, intranet).
• Involve teleworkers in strategic decisions.
• Regularly share company news (newsletters, intranet).

Don’t: Ignore signs of disengagement (lack of participation, repeated lateness) and act quickly to re-establish dialogue.

7. How to assess performance in a hybrid team?

Assessing performance in a hybrid team requires rethinking traditional criteria (such as physical presence) to focus on :

• Concrete results:
  • Measureachievement of objectives (KPIs) rather than time spent.
  • Use dashboards to visualize progress (e.g. task completion rates).
• Measureachievement of objectives (KPIs) rather than time spent.
• Use dashboards to visualize progress (e.g. task completion rates).
• Quality of work:
  • Evaluate the accuracy, creativity andimpact of deliverables.
  • Gather 360° feedback (colleagues, managers, internal customers).
• Evaluate the accuracy, creativity andimpact of deliverables.
• Gather 360° feedback (colleagues, managers, internal customers).
• Commitment and collaboration:
  • Observe participation in meetings and asynchronous exchanges.
  • Analyze contribution to collective projects (knowledge sharing, peer support).
• Observe participation in meetings and asynchronous exchanges.
• Analyze contribution to collective projects (knowledge sharing, peer support).
• Autonomy and proactivity:
  • Note the ability to solve problems without constant supervision.
  • Encourage personal initiative (suggestions for improvement, independent training).
• Note the ability to solve problems without constant supervision.
• Encourage personal initiative (suggestions for improvement, independent training).

Suitable assessment methods:

• Regular one-to-one meetings (monthly or quarterly) to discuss progress and bottlenecks.
• Anonymous satisfaction surveys to measure well-being and commitment.
• Collaborative project reviews to assess team dynamics.

Don’t: Evaluations based on subjective criteria (such as “impression of productivity”) or intrusive monitoring (spyware).

8. How to manage conflict in a hybrid team?

Conflicts can arise more easily in a hybrid team due to misunderstandings, lack of non-verbal communication or differences in pace. Here’s how to prevent and resolve them:

• Prevent tension:
  • Establish clear communication rules (e.g. expected response times on Slack).
  • Encourage transparency (sharing personal constraints, such as time zones).
  • Train the team in good remote working practices (e.g. using cameras in meetings).
• Establish clear communication rules (e.g. expected response times on Slack).
• Encourage transparency (sharing personal constraints, such as time zones).
• Train the team in good remote working practices (e.g. using cameras in meetings).
• Identifying warning signs:
  • Disengagement (absence from meetings, late deliveries).
  • Passive-aggressive communications (sarcastic messages, indirect criticism).
  • Radio silence (absence of feedback or collaboration).
• Disengagement (absence from meetings, late deliveries).
• Passive-aggressive communications (sarcastic messages, indirect criticism).
• Radio silence (absence of feedback or collaboration).
• Resolving conflicts:
  • Act quickly: Don’t let tensions fester.
  • Organize a private discussion (video or face-to-face) to understand the causes.
  • Use the DESC method:
    • Describethe facts (without judgment).
    • Expressemotions and needs.
    • Suggestsolutions.
    • Concludewith a joint agreement.
  • Involve a mediator if necessary (HR or neutral manager).
• Act quickly: Don’t let tensions fester.
• Organize a private discussion (video or face-to-face) to understand the causes.
• Use the DESC method:
  • Describethe facts (without judgment).
  • Expressemotions and needs.
  • Suggestsolutions.
  • Concludewith a joint agreement.
• Describethe facts (without judgment).
• Expressemotions and needs.
• Suggestsolutions.
• Concludewith a joint agreement.
• Involve a mediator if necessary (HR or neutral manager).
• Rebuilding trust:
  • Offer team-building activities to recreate bonds.
  • Clarify post-conflict roles and expectations.
• Offer team-building activities to recreate bonds.
• Clarify post-conflict roles and expectations.

Example of a common conflict: A face-to-face employee criticizes a teleworker for not being “available enough”. Solution: Set up shared time slots and use a status tool (like “Available/Busy” on Teams).

9. How to adapt hybrid management to an international team?

Managing an international hybrid team adds complexities linked to time zones, cultural differences and language barriers. Here are some tailored solutions:

• Managing time zones:
  • Use tools like World Time Buddy to find common slots.
  • Alternate meeting times to share the burden evenly.
  • Record meetings and share detailed minutes.
• Use tools like World Time Buddy to find common slots.
• Alternate meeting times to share the burden evenly.
• Record meetings and share detailed minutes.
• Overcoming cultural barriers:
  • Organize intercultural training to raise awareness of differences (e.g. direct vs. indirect communication styles).
  • Avoid stereotypes and encourage mutual curiosity.
  • Adapting feedback: Some cultures favor constructive criticism in private.
• Organize intercultural training to raise awareness of differences (e.g. direct vs. indirect communication styles).
• Avoid stereotypes and encourage mutual curiosity.
• Adapting feedback: Some cultures favor constructive criticism in private.
• Facilitating communication:
  • Useplain English (or a common language) and avoid jargon.
  • Use translation tools (such as DeepL) for important documents.
  • Encourage written feedback to limit oral misunderstandings.
• Useplain English (or a common language) and avoid jargon.
• Use translation tools (such as DeepL) for important documents.
• Encourage written feedback to limit oral misunderstandings.
• Strengthening remote commitment:
  • Create a sense of belonging through shared rituals (e.g. celebration of local festivals).
  • Organize physical meetings at least once a year (if possible).
  • Appoint buddies to help newcomers integrate.
• Create a sense of belonging through shared rituals (e.g. celebration of local festivals).
• Organize physical meetings at least once a year (if possible).
• Appoint buddies to help newcomers integrate.
• Evaluating performance fairly:
  • Define objective criteria (e.g. quality of deliverables, meeting deadlines).
  • Avoid visibility bias (a face-to-face employee is not necessarily more efficient).
• Define objective criteria (e.g. quality of deliverables, meeting deadlines).
• Avoid visibility bias (a face-to-face employee is not necessarily more efficient).

Example: For a team split between France, the United States and India, schedule meetings at “reasonable” times for everyone (e.g. 3pm in France = 9am in New York = 8:30pm in India) and alternate time slots.

10. What are the mistakes to avoid in hybrid management?

Some common mistakes can be detrimental to the efficiency of a hybrid team. Here’s a list to avoid:

• Neglecting the project charter:
  • Not clearly defining roles, objectives and rules from the outset.
• Not clearly defining roles, objectives and rules from the outset.
• Give priority to face-to-face collaborators:
  • Giving more visibility or opportunities to physical employees, creating a sense ofinjustice.
• Giving more visibility or opportunities to physical employees, creating a sense ofinjustice.
• Excessive monitoring of teleworkers:
  • Use intrusive tracking tools (such as random screenshots), which undermine trust.
• Use intrusive tracking tools (such as random screenshots), which undermine trust.
• Multiply useless meetings:
  • Organize meetings with no clear agenda or objective.
• Organize meetings with no clear agenda or objective.
• Ignore feedback:
  • Not listening to employee feedback on their feelings or needs.
• Not listening to employee feedback on their feelings or needs.
• Underestimating the importance of social ties:
  • Focusing solely on operational aspects without creating opportunities for informal exchange.
• Focusing solely on operational aspects without creating opportunities for informal exchange.
• Imposing a single model:
  • Apply the same attendance rules to everyone, regardless of individual needs.
• Apply the same attendance rules to everyone, regardless of individual needs.
• Neglect tool training:
  • Assuming that everyone masters collaborative platforms without training.
• Assuming that everyone masters collaborative platforms without training.
• Forgetting to celebrate success:
  • Failure to recognize efforts and successes, which demotivates the team.
• Failure to recognize efforts and successes, which demotivates the team.
• Let conflicts fester:
  • Wait for tensions to resolve themselves, without intervention.
• Wait for tensions to resolve themselves, without intervention.

Tip: Adopt a flexible, caring approach, adjusting your methods according to feedback from the field.

11. How to train a team for hybrid work?

The transition to a hybrid model requires appropriate training so that all employees (managers and teams) can reap the full benefits. Here’s a structured method:

• Raising awareness of the challenges of hybrid work:
  • Explain the benefits (flexibility, well-being) and challenges (isolation, self-discipline).
  • Share testimonials or case studies to illustrate best practices.
• Explain the benefits (flexibility, well-being) and challenges (isolation, self-discipline).
• Share testimonials or case studies to illustrate best practices.
• Training in digital tools:
  • Organize practical workshops on the platforms used (Teams, Slack, Trello).
  • Create online video tutorials or FAQs.
  • Appoint “digital ambassadors ” to help their colleagues.
• Organize practical workshops on the platforms used (Teams, Slack, Trello).
• Create online video tutorials or FAQs.
• Appoint “digital ambassadors ” to help their colleagues.
• Developing essential soft skills:
  • Autonomy: Learn to prioritize tasks and manage time.
  • Asynchronous communication: Write clear, concise messages (email, chat).
  • Remote collaboration: Use co-editing tools (Google Docs, Miro).
  • Resilience: Managing the stress and isolation associated with teleworking.
• Autonomy: Learn to prioritize tasks and manage time.
• Asynchronous communication: Write clear, concise messages (email, chat).
• Remote collaboration: Use co-editing tools (Google Docs, Miro).
• Resilience: Managing the stress and isolation associated with teleworking.
• Establish rules for collaboration:
  • Define common standards (e.g. response times, use of cameras).
  • Clarify expectations in terms of availability (fixed vs. flexible time slots).
• Define common standards (e.g. response times, use of cameras).
• Clarify expectations in terms of availability (fixed vs. flexible time slots).
• Simulate practical scenarios:
  • Organize role-playing exercises to deal with difficult situations (e.g. video conflict).
  • Offer virtual brainstorming exercises to practice remote collaboration.
• Organize role-playing exercises to deal with difficult situations (e.g. video conflict).
• Offer virtual brainstorming exercises to practice remote collaboration.
• Encouraging continuous learning:
  • Set up a mentoring system between experienced and new colleagues.
  • Regularly share resources (articles, webinars) on hybrid management.
• Set up a mentoring system between experienced and new colleagues.
• Regularly share resources (articles, webinars) on hybrid management.
• Evaluate and adjust:
  • Gather feedback after training sessions to identify further needs.
  • Adapt training modules based on feedback.
• Gather feedback after training sessions to identify further needs.
• Adapt training modules based on feedback.

Example of a training program:

Theme	Format	Duration
Introduction to hybrid work	Interactive Webinar	1h30
Mastery of collaborative tools	Practical workshop in sub-groups	2h
Effective remote communication	Role-playing + debriefing	1h30
Time and priority management	E-learning + quizzes	1h
Virtual team building	Fun activity (e.g. online escape game)	1h

12. How do you measure the success of a hybrid team?

To assess the effectiveness of a hybrid team, you need to combine quantitative and qualitative indicators. Here’s a list of relevant KPIs:

• Productivity indicators:
  • Job completion rate: Percentage of jobs completed on time.
  • Quality of deliverables: Evaluated through internal and customer feedback.
  • Average problem resolution time: Speed in dealing with blockages.
• Job completion rate: Percentage of jobs completed on time.
• Quality of deliverables: Evaluated through internal and customer feedback.
• Average problem resolution time: Speed in dealing with blockages.
• Collaboration indicators:
  • Level of participation in meetings: Attendance and active involvement.
  • Frequency of asynchronous exchanges: Messages on Slack, comments on shared documents.
  • Number of collaborative contributions: knowledge sharing, peer support.
• Level of participation in meetings: Attendance and active involvement.
• Frequency of asynchronous exchanges: Messages on Slack, comments on shared documents.
• Number of collaborative contributions: knowledge sharing, peer support.
• Well-being indicators:
  • Satisfaction rate: Measured by anonymous surveys.
  • Stress level: Self-assessment or tools such as Officevibe.
  • Turnover and absenteeism: High indicators may signal a malaise.
• Satisfaction rate: Measured by anonymous surveys.
• Stress level: Self-assessment or tools such as Officevibe.
• Turnover and absenteeism: High indicators may signal a malaise.
• Team cohesion indicators:
  • Participation in social activities: virtual cafés, team buildings.
  • Sense of belonging: Evaluated via targeted questions (e.g. “I feel part of the team”).
  • Number of conflicts: Tracking tensions and their resolution.
• Participation in social activities: virtual cafés, team buildings.
• Sense of belonging: Evaluated via targeted questions (e.g. “I feel part of the team”).
• Number of conflicts: Tracking tensions and their resolution.
• Indicators of managerial effectiveness:
  • Quality of feedback: Relevance and regularity of feedback given to employees.
  • Adaptation of methods: Ability to adjust processes according to feedback.
• Quality of feedback: Relevance and regularity of feedback given to employees.
• Adaptation of methods: Ability to adjust processes according to feedback.

Tools for measuring these indicators:

• Surveys: Typeform, SurveyMonkey.
• Integrated analytics: Usage data on Slack, Teams or Trello.
• One-to-one interviews: regular meetings to discuss feelings.
• Dashboards: Tools like Power BI or Google Data Studio to visualize KPIs.

Sample question for a satisfaction survey:

“On a scale of 1 to 10, how comfortable do you feel collaborating with your remote colleagues?”