Maybe not quite yet – but here are five steps you can start taking today.

Many organizations still haven’t adapted their systems and leadership routines to the new way of working – where distance and flexibility are now part of everyday life. During the pandemic, remote work became a necessity. Now, as the world slowly returns to “normal,” one thing is clear: remote work is here to stay.

Around 18% of all people now work fully remote, and while that may not sound revolutionary, it is. Some companies today have no physical office at all.

According to a study by Growmotely, 97% of employees do not want to return to the office full-time. In fact, by 2025, 70% of the global workforce is expected to work from home at least five days per month.

As Forbes puts it:

“Employees are looking for remote positions that come with flexibility as well as the security and benefits of traditional office-based jobs… They’re looking for an employer who values their growth and development – as well as their personal wellbeing.”

This creates new demands for you as a leader

You can no longer rely on “reading the room” by the coffee machine or catching issues before they escalate. That’s why it’s more important than ever to actively ensure feedback, connection, and wellbeing – even at a distance.

Because the truth is:
Just because you don’t see your employees every day doesn’t mean their challenges have disappeared. If you don’t act on them in time, you risk dissatisfaction, loss of motivation, or, in the worst case, losing a key team member.

Successteam keeps you close to your team – even at a distance

With Successteam, you get continuous anonymous feedback, a clear overview of your team’s data, and specific, actionable recommendations – so you always know what’s going on and can respond before it’s too late.

But Successteam or not – here are 5 things you should do as a leader in a hybrid world:

1. Talk to your team – and adapt

The first step is recognizing that what used to work, might not work anymore.
Your employees already know that. If you try to stick to outdated routines, you’ll meet resistance.

Ask how they feel about returning to the office – and what they prefer when it comes to remote work. You don’t have to grant every wish – but be honest if you can’t.
Involving them in the conversation builds ownership and motivation.

2. Stay close – even from a distance

How do you stay connected when your team is spread out? The answer is simple: strong, consistent communication.

Build a culture where feedback is given and received openly. It’s not enough to ask once in a while – you need a regular routine and a safe space where employees feel comfortable sharing.

For example, set aside 15 minutes each month just for feedback. And most importantly: listen.

3. Ask for feedback – and act on it

The biggest breach of trust happens when leaders ask for input and then ignore it.

You won’t be able to grant every request, and your employees don’t expect you to.
But they do expect transparency. If you can’t do something, explain why. If you don’t, people will draw their own conclusions, which often leads to frustration and disengagement.

4. Create space for social connection

Remote work often removes the informal chats and shared moments that build team spirit.
But that doesn’t mean you can’t do something about it.

Try monthly online check-ins focused on fun, games, or casual conversation – or find ways to meet in person now and then. Strong relationships lead to better collaboration – and higher resilience when pressure builds.

5. Watch for new types of challenges

Some employees pull back – others push themselves too hard. As a leader, you need to understand what drives your people, and how they respond to pressure.

In remote work, it’s especially important to support “overperformers” in setting boundaries. Burnt-out high performers are a real risk – and a big loss, both human and financial.

In closing:

This isn’t about returning to normal, because normal no longer exists.
It’s about building a new foundation – with trust, feedback, and communication at the center.

Your people want to help you – if you let them. The biggest mistake you can make right now is doing nothing.

Want to stay close to your team – even from a distance?

Try Successteam and get a simple, data-driven overview of your team’s wellbeing and performance.