• Mentorship weeks and in-person onboarding. Extend new remote team members the opportunity to meet their office peers by flying them out to headquarters for onboarding. It builds personal relationships early on that ease collaboration.
• Get office colleagues ...

The single biggest mistake companies can make is to opt to be remote-friendly instead of remote-first. Companies often accept the idea that remote is the future of work without creating an inclusive culture to ensure it works for everyone.

Most companies embracing remote work also have dedicated headquarters. But remote-ish teams have even more communication and collaboration challenges than fully remote teams.

While treating both remote and office employees fairly, they don't necessarily need to be treated the same. Consider the unique needs of each group and create policies and perks that address them.

A few important areas where centralized and accessible documentation should exist:

Video calls and other forms of synchronous communication still serves a function. However, synchronous communication should be made available asynchronously:

Create an explicit work-from-home policy for office employees that extends the benefits of remote work to office employees. Clearly outline the expectations of remote workers in documentation.

Hybrid companies function best when the entire company is optimized for remote work. Successful hybrid teams set up processes to help their remote workers thrive alongside their office teammates.