9 Best Practices for Thriving in Hybrid and Remote Work Environments

Creating a strong company culture in a remote or hybrid setting isn’t always easy, but it’s more important than ever. When the pandemic hit, remote work wasn’t a choice; it was a crash course. And while some companies have adjusted well, others are still figuring out what a healthy, high-performing culture looks like without the daily buzz of an office.

In this blog, we dig into what really makes remote and hybrid teams work, from building structure and clarity to creating a sense of belonging across screens. If you’re leading in a remote or hybrid setting, Brett’s takeaways offer both reassurance and direction for the road ahead.

Challenges Faced By Remote & Hybrid Teams

A few years ago, when remote and hybrid work suddenly became the norm, many organizations were scrambling to adapt, and companies that had intentionally built strong cultures before the pandemic found themselves on more solid ground. They didn’t have to reinvent everything, but simply adapted what already worked.

But for others, the cracks showed quickly. Without the buzz of an office, people felt disconnected. Brett described this as a slow cultural erosion, something some organizations are still grappling with today as hybrid models become more permanent.

As the world reopened and personal priorities reemerged, leaders would need to rethink how they supported their teams, not just in terms of logistics, but in meaningful, human ways. Now, years later, we’ve seen many companies take those lessons to heart. Others are still catching up. 

9 Best Practices for Hybrid & Remote Work

Brett emphasized that adapting to new ways of working isn’t just a leadership responsibility; it’s a shared effort across the whole organization. Through his work with organizations around the world, he’s identified nine best practices that support effective collaboration and connection, whether your team is fully remote or navigating a hybrid setup.

Be deliberate about your culture – Culture won’t take care of itself, especially when your team isn’t in the same room. In remote and hybrid setups, you have to work harder to keep culture alive. Brett says that means repeating your mission often, tying it back to everyday work, recognizing values in action, and making space for connection. If you don’t intentionally shape your culture, it will start to fade quietly and quickly.

Create recorded processes for your business – How much of your team’s workflow is actually written down? If your processes are mostly stuck in someone’s head, it slows things down and creates bottlenecks. Document your workflows, decision trees, and even simple step-by-step guides for recurring tasks. It doesn't have to be fancy, just clear. The goal is to make sure anyone on the team can pick up where someone else left off, without needing to ping five people.

Document everything – Most teams are used to “talking things out” in real time. Brett suggests leaning into a write-first mindset. Instead of calling a meeting every time you need input, document your thoughts. Project updates, decision-making rationales, or even quick async feedback, write them down. It saves time, prevents miscommunication, and builds a knowledge base your team can refer back to later. Plus, fewer meetings.

Foster Social Connection – We’re human, and we crave connection. In a virtual environment, those casual hallway chats and spontaneous coffee breaks don’t just happen. Brett stresses the importance of creating space for informal connections like virtual coffees, team celebrations, fun Slack channels, whatever helps your team feel more like people, not just employees on a screen. Social connection is fuel for engagement, retention, and well-being.

Focus on communication – Communication is the oxygen of remote work. Brett advises leaders to move beyond real-time chats and build thoughtful, structured communication systems. Systems like clear channels, defined response expectations, and repeating key messages across multiple formats so they actually land. Asynchronous communication (messages that don’t require instant replies) is especially powerful. It respects people’s focus time while still keeping them informed.

Focus on Output and Results – Back in the day, productivity was often tied to desk time. Not anymore. In remote work, what gets done matters more than how many hours are clocked. Brett reminds us that when expectations are clear and communication flows well, people can be trusted to deliver. This shift toward results-based performance builds autonomy, strengthens accountability, and people start working in ways that actually work for them.

Create a structure - Structure might sound rigid, but it actually creates freedom. Brett highlights how even simple frameworks, like defining “meeting-free” days or setting core collaboration hours, can bring much-needed rhythm to scattered schedules. These guardrails help people manage their time, focus deeply, and avoid burnout. These rhythms bring much-needed stability to an otherwise unpredictable setup.

Develop and nurture transparency, trust, and accountability - Transparency is non-negotiable in remote work. Brett explains that when people can’t see each other daily, trust has to be earned in other ways, through openness, honesty, and follow-through. Leaders play a huge role here by modeling vulnerability, acknowledging challenges, and creating an environment where it’s safe to speak up. Psychological safety is a key driver of high-performing teams.

Customize your hiring process - Hiring in a remote world takes more than a Zoom interview. Brett shares how forward-thinking companies involve multiple team members and simulate real work scenarios to assess candidates. The goal isn’t just to find someone qualified. It’s to evaluate communication style, values alignment, and adaptability. And when done right, this approach naturally supports more inclusive, diverse hiring outcomes.

The Importance of Social Connection 

One of the most overlooked, but deeply important, elements of a successful remote or hybrid work environment is social connection. Let’s face it, we’re all a little Zoomed out. After a long day of back-to-back meetings, being invited to a “fun” virtual happy hour often feels more like a chore than a treat. That’s not because we don’t want to connect but because we’re exhausted from performing on camera all day.

These days, many organizations build social connection into their week, not as an afterthought, but as part of how they operate. These companies understand something critical: in remote settings, you can’t rely on casual hallway chats or body language to sense how someone’s doing. There’s no “managing by walking around” anymore. So instead, they create psychologically safe spaces and prioritize meaningful, low-pressure ways for people to stay connected.

What happens when this is done well? People actually look forward to seeing their teammates because they haven’t spent the whole day on camera. Connection becomes something to enjoy, not endure.

As Brett explains, this is about keeping a pulse on how people are really feeling. In a hybrid workplace, that’s one of the most important things a leader can do.

Culture, Connection & Clarity Matter Now More Than Ever

Thriving in a remote or hybrid work world isn’t just about tech tools or flexible hours. It’s about how we show up as leaders and teams. Brett’s advice is to start with a real, honest conversation. Acknowledge that work has changed forever, and that building a great culture isn’t a top-down task but everyone’s responsibility.

He also reminds us that culture is your most powerful and sustainable competitive advantage. If you treat culture as a core function of your business, dedicate time to it, and intentionally nurture it, the return on investment is undeniable.

And perhaps most importantly, Brett sees himself as a student of culture. That simple idea, always learning and always evolving, reflects the heart of what strong leadership looks like today. Because culture is always shifting, we need to stay curious, stay connected, and stay human.

For a deeper dive, you can also tune in to the full podcast episode here: 9 Best Practices for Thriving in Hybrid and Remote Work Environments with Bretton Putter

What are your key takeaways from this topic? Let us know in the comments below or on YouTube.