By Antoni


1. Gather all the employees in the office once or twice a week to build relationships and a strong We-feeling. If you have employees at a long distance, gather everyone at least once a year.

2. Think “remote first” in hybrid meetings. Do everything to ensure that all meeting participants participate on equal terms. Hybrid is digital.

3. Be fair – all the time. No cookies or buns on the hybrid meetings to the in-office staff. It’s unfair for the participants who are not in place. It’s easy to end up favoring staff who are on-site.




In the link, you’ll find an interview with me – in Swedish. Check it out if you want to know more, or get in touch with me and I’ll give you more insights.

Team Antoni Explains

As organizations adopt hybrid work models, leader face new challenges in managing teams that combine remote and in-office employees. To ensure a successful transition to hybrid work, leader must adapt their leadership strategies. This article offers three valuable pieces of advice to help hybrid leader navigate this new paradigm effectively.

Building Relationships and Fostering a Strong “We-Feeling”

One of the key challenges in hybrid work environments is maintaining a sense of unity and collaboration among team members. To address this, hybrid leader should prioritize building relationships and fostering a strong “we-feeling” within the team.

This can be achieved by gathering all employees in the office once or twice a week. These in-person interactions provide an opportunity for team members to connect on a personal level, share experiences, and strengthen their bonds.

For those with remote employees located far away, it is essential to organize a yearly gathering to ensure everyone feels included.

Embracing a “Remote-First” Mindset in Hybrid Meetings

Hybrid meetings can be a breeding ground for inequalities if not properly managed. Hybrid leader should adopt a “remote-first” mindset, ensuring that all meeting participants have equal opportunities to contribute and participate.

To achieve this, it is important to leverage digital tools and technologies that facilitate seamless collaboration between in-office and remote employees. For instance, hybrid leader should encourage the use of video conferencing platforms that enable remote participants to have an equal voice and visibility.

Additionally, meeting agendas and materials should be shared in advance with all attendees, regardless of their location, to promote equal preparation and engagement.

Read More :: The servant leadership mindset podcast

Ensuring Fairness at All Times:

Maintaining fairness in a hybrid work environment is crucial to prevent any feelings of exclusion or favoritism. Hybrid leader must be vigilant and ensure that they treat all team members equally. It is essential to avoid providing special perks or privileges to in-office staff during hybrid meetings.

For example, offering cookies or snacks exclusively to those present physically can create a sense of unfairness among remote participants. Hybrid leader should be mindful of their actions and decisions, striving to create an inclusive and equitable work environment for all team members, regardless of their location.


Navigating the challenges of hybrid work requires hybrid leader to adapt their leadership strategies. By implementing these three pieces of advice, hybrid leader can foster strong relationships, promote equal participation in meetings, and ensure fairness among team members. Embracing these practices will contribute to a positive work culture, increased productivity, and the overall success of the hybrid work model.

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