What’s working and what’s not when it comes to supporting managers of hybrid teams?

We’re a few years into hybrid work, and I’m curious how your teams are supporting frontline managers who are leading hybrid or remote teams day-to-day.

A few of the common pain points I’ve seen (through coaching and observation) include:

• Inconsistent accountability between in-office and remote team members
• Managers defaulting to micromanagement instead of coaching
• Burnout from “always on” communication expectations
• Lack of clear performance metrics in hybrid roles

But I’ve also seen some great wins, like:

• Clarity on outcomes instead of hours
• Empowering middle managers with simple coaching tools
• Co-creating hybrid work norms with teams instead of top-down mandates

If you’re in HR, L&D, or people leadership:

• What’s working well in your org to help managers lead effectively in hybrid environments?
• Where are you seeing breakdowns or unmet needs?
• What support do you wish you had when helping managers navigate hybrid dynamics?

Genuinely interested in hearing what’s happening behind the scenes across different companies and industries.