It’s easy to give recognition to employees that share your office space via a “great job on that project!” as you walk by their desk. But those spontaneous opportunities for recognition and acknowledgement don’t exist for remote employees.

There’s a risk of remote employees being ‘out of sight, out of mind’. This can make remote workers feel undervalued or like they’re not getting the same recognition as in-person employees—which can lead to conflict on the team.

If there’s no trust within your hybrid team—both in leadership and in fellow team members—you can pretty much guarantee there’s going to be conflict. 

If you want to effectively manage conflict with your team, building trust is a must—and that means investing time in getting to know your team.

When you understand your team members and how they function, you can foster better interactions, both with leadership and other team members—which can lead to a higher level of trust within your hybrid team.

When you have team members working in different locations, communication can be a challenge. In-person employees might spend the bulk of their day talking to their co-worker in the next cubicle over—while remote workers struggle to form a real connection with their team members.

That’s why, if you want your hybrid team to function harmoniously, you need to create opportunities for frequent communication.