Managing a team has always been challenging. Juggling deadlines, team dynamics, and the occasional awkward, “Can everyone hear me?” moment on Zoom can feel like herding cats—cats that are on mute and probably multi-tasking.
But in today’s hybrid work world, the challenge is bigger. Employees are looking for managers who offer more than just task assignments. According to Owl Labs’ 2024 State of Hybrid Work Report, 92% of employees value supportive management almost as much as pay.
By 2025, being a “green flag boss”—yes, that’s a thing—will set companies apart as top talent increasingly prioritizes strong leadership over free snacks and ping-pong tables.
Plot twist? Poor management, especially for Gen Z employees, can actually come with serious risks. A single bad experience can go viral on social media before you’ve even finished logging out of the call. For businesses, this means cultivating supportive managers isn’t just good for morale, it’s essential for reputation and retention.
So, how do you become the manager your team needs while navigating hybrid work dynamics? Here are practical tips to help you build trust, support your team, and make your leadership style one that employees genuinely value.
1. Nail your communication game
Good communication is the lifeblood of hybrid teams. But let’s be honest… sending 17 Slack messages titled “Quick update” isn’t it. Strong communication is about clarity, consistency, and choosing the right channel for the moment.
- For in-office managers, communication happens naturally. A raised eyebrow, quick check-in, or post-meeting huddle.
- For remote managers, it requires more intention. Scheduling regular check-ins, clarifying expectations, and ensuring remote employees never feel like an afterthought.
A simple phone call or video chat can do wonders to check in and say, “How’s everything going on your end?” And tools like the Meeting Owl 3 create a 360-degree view of your meeting room, making remote team members feel just as present as those in the office. Because let’s face it, “Wait, who said that?” shouldn’t be a meeting highlight.
2. Build trust through autonomy, not tracking
This fact might raise some eyebrows, but nearly half of companies now use tracking software to monitor tasks, logins, and keyboard activity. Unsurprisingly, this can backfire. Owl Labs reports that 86% of employees think companies should legally disclose monitoring practices because excessive tracking erodes trust faster than you can say “productivity report.”
Instead, focus on outcomes, not micromanagement. Clear goals and deadlines give your team the freedom to work in the way that suits them best, which is what hybrid work is all about.
Tip: Shift your mindset from “Is everyone working right now?” to “Is everyone achieving what they need to?”
3. Equip your team with the right tech
Without the right tools, remote and hybrid work can feel like a never-ending game of broken telephone. A supportive manager ensures their team has the technology to succeed, wherever they are.
Imagine a hybrid meeting setup that doesn’t just work, it flows seamlessly. Sounds too good to be true? Think again!
The Meeting Owl 4+ brings everyone into the conversation with 360-degree video and audio that adapts seamlessly to whoever’s speaking, making interactions feel dynamic and natural. The Owl Bar complements this by delivering sharp visuals and crisp audio, so every idea lands exactly as intended. Need to brainstorm? The Whiteboard Owl captures every scribble and sketch for every attendee, no matter where they’re dialing in from.
Tools like these send a clear message that you’re invested in helping your team not just connect, but create collaborative magic.
4. Create boundaries to prevent burnout
Managers often sit in the tough spot of supporting their team while also handling pressure from higher-ups. It’s no wonder middle managers face the highest risk of burnout. The best way to lead? Practice what you preach.
- For remote teams: Encourage flexible work hours, but set boundaries like “No work calls after 6 PM.”
- For in-office teams: Normalize stepping away from desks for breaks or leaving on time.
Respecting boundaries helps you and your team recharge, making everyone more productive in the long run.
5. Foster a culture of inclusion + collaboration
In hybrid work, remote employees can sometimes feel like an afterthought—like being at the kids’ table during Thanksgiving dinner. A supportive manager actively bridges the gap.
- Encourage all voices: Use tools like the Meeting Owl 3 to ensure everyone, whether in-office or remote, has equal airtime during discussions.
- Let all ideas shine: No more squinting at blurry photos, getting second-hand explanations, or “I’ll send a photo later” scenarios. The Whiteboard Owl seamlessly captures every detail in high contrast, makes the presenter transparent, and lets the ideas—not the obstacles—take center stage.
- Invite feedback: Ask your team what’s working and what isn’t. A simple, “How can I better support you?” can build trust and uncover opportunities to improve.
Hybrid teams thrive when every member feels seen, heard, and valued. Inclusion isn’t just a buzzword; it’s a strategy for stronger collaboration and engagement.
6. Make development a priority
Supportive managers don’t just focus on today’s tasks, they also invest in their team’s future. Provide opportunities for professional growth through mentorship, cross-training, or access to online courses. Helping your team learn new skills not only builds loyalty but also equips them for bigger challenges ahead.
Be the ‘green flag boss’ everyone wants
Being a supportive manager in a hybrid workplace doesn’t mean you have to have all the answers. It’s about listening, communicating clearly, and creating an environment where your team feels trusted, equipped, and included—no matter where they work.
Small steps like improving communication, providing the right tools, and respecting work-life balance make a big impact. And if you’re looking to make your hybrid meetings smoother? Start with the tools that bring your team together.
Because great managers don’t just lead, they support, connect, and make work feel, well… better.
