How to Know Hybrid Employee Engagement Is an Urgent Problem—And How to Solve It
Carolyn Mozell is the founder and CEO of Leaders Who Connect and Inspire LLC and knows firsthand how transformative it can be when leaders and employees treat each other with mutual respect, kindness, and a genuine desire to see each other succeed. Carolyn served in some of the highest levels of local government leadership for over 25 years. Rising from executive assistant to deputy chief, she also knows that leadership is a privilege. Now, Carolyn leverages her direct experience advising elected officials, cabinet level leaders and activating diverse high performing teams to help leaders in business, nonprofit organizations and government agencies do the same.
As hybrid work models become the norm, organizations face a critical challenge: maintaining high levels of employee engagement. While the flexibility offered by hybrid arrangements brings many benefits, disengaged employees can significantly impact productivity, morale, and overall mission success. Recognizing signs of disengagement and addressing them early is crucial, especially considering that 42% of U.S. employees were working in hybrid arrangements as of 2022 (Gallup) with expectations for this number to grow. In this article, we’ll explore the impact of hybrid disengagement on mission-driven organizations, how to identify it, and actionable steps to re-engage your workforce. You can foster a connected, productive, and resilient team by taking proactive measures now.
The Impact of Hybrid Disengagement
Research from Gallup reveals that 85% of employees are not engaged or are actively disengaged at work globally. In hybrid settings, this disengagement often intensifies due to physical and emotional distance from peers and leadership. Research also shows that disengaged employees cost organizations between $3,400 and $10,000 in salary, depending on their level of disengagement (Gallup). This disengagement has even more significant consequences for mission-driven organizations: service delays, weakening team cohesion, and jeopardizing organizational credibility and mission delivery. By identifying and addressing disengagement early, your organization can prevent these costly outcomes and keep your team aligned and motivated.
What Hybrid Disengagement Looks Like
Reduced Initiative: Employees no longer share innovative ideas or solve problems proactively. For example, a nonprofit staff member who once championed fundraising initiatives becomes less involved, leaving campaigns without fresh energy or strategic input.
Disconnected Collaboration: Silos develop as remote workers feel excluded from critical discussions held in person. For example, a government agency struggles to meet project deadlines because remote team members are unaware of in-person decisions impacting their roles.
Low Morale: Employee satisfaction and alignment with the organization’s mission decline.
For example, hybrid employees express frustration in surveys or informal conversations about feeling undervalued due to inconsistent communication from leadership.
Why Solving Hybrid Disengagement Matters
According to Gallup research, engaged employees contribute to better organizational outcomes, including 17% higher productivity and 41% lower absenteeism. They also enable better service delivery, stronger community impact, and higher levels of stakeholder trust.
Ignoring hybrid disengagement leads to turnover, reduced performance, and a decline in organizational reputation, making immediate action essential.
How to Solve Hybrid Disengagement
Establish Consistent Communication Channels: Use tools like Slack, Asana, and Microsoft Teams, for example to ensure real-time collaboration. Set protocols for meetings and updates that include everyone, regardless of location. For example, record team meetings and share concise action plans with all employees, ensuring inclusivity.
Reflective Questions:
Are remote employees receiving timely and accurate updates on critical information? This ensures that no one is left out of key decisions or organizational changes.
Do your communication tools foster meaningful two-way interactions? Encourages feedback and collaboration rather than one-sided updates.
Have you addressed communication gaps identified in team feedback? Proactively resolves issues, reinforcing trust and engagement.
Foster Inclusive Decision-Making: Use frameworks like the RACI matrix (Responsible, Accountable, Consulted, Informed) to clarify roles and ensure input from all team members. For example, use the RACI framework to distribute roles equitably, ensuring remote employees’ expertise is utilized in key planning processes.
Reflective Questions:
Are all employees, regardless of location, consulted on decisions that affect their work? Builds a sense of ownership and inclusion in hybrid teams.
Is your decision-making process clear, with defined roles and accountability? It prevents confusion and ensures equitable participation.
Do remote employees feel empowered to share their insights during discussions? Creates an environment where all voices are valued and heard.
The stakes of ignoring hybrid employee disengagement are simply too high for mission-driven organizations to overlook.
Schedule Regular Engagement Check-Ins: Consistently gather actionable feedback through anonymous surveys, one-on-one meetings, or team discussions to proactively identify and address disengagement. For instance, schedule weekly video check-ins with hybrid team members to discuss their workload, challenges, training, or professional growth aspirations. Ensure each meeting is guided by a clear agenda to keep conversations focused, meaningful, and productive.
Reflective Questions:
Are you actively addressing feedback in a timely and actionable way? This ensures your team feels heard and sees tangible changes based on their input.
Are employees receiving personalized attention and recognition for their contributions? Individual acknowledgment fosters a sense of value and strengthens engagement across hybrid teams.
Is your check-in schedule consistent and designed with clear objectives? Regular, purposeful touchpoints demonstrate commitment to team well-being and alignment.
Promote Equity in Access to Resources: Ensure hybrid employees have the same access to tools, training, and growth opportunities as in-office employees. For example, create a remote-friendly training program to support hybrid workers in leadership development.
Reflective Questions:
Are training and mentorship programs accessible to all employees, including remote team members? Promotes skill-building and professional growth for everyone.
Do remote employees feel they have equal opportunities for career advancement? Addresses potential biases favoring in-office staff.
Is resource distribution fair across hybrid and in-office workers? Ensures tools, technology, and support are universally available.
Build Emotional Intelligence in Leadership: Train leaders to identify and address disengagement through empathy and trust-building. Studies indicate emotionally intelligent leaders increase employee engagement by 34%. For example, prioritize active listening in virtual meetings, fostering trust and rapport among team members.
Reflective Questions:
Are leaders trained to identify early signs of disengagement in hybrid settings? Enables proactive intervention to maintain morale.
Do leaders demonstrate empathy and flexibility in their approach to managing hybrid teams? Builds stronger relationships and a supportive work culture.
Are leadership practices effectively fostering trust within the team? Strengthens team cohesion and psychological safety.
The stakes of ignoring hybrid employee disengagement are too high for mission-driven organizations to overlook. Disengagement can undermine productivity, collaboration, and achieving your mission’s objectives. Acting now is not just strategic—it’s essential. By proactively closing gaps, fostering collaboration, and re-energizing your team, you can cultivate a workplace culture that excels in hybrid settings.
Prioritizing inclusion, open communication, and emotional intelligence equips your organization to thrive in the hybrid work era. These efforts help overcome disengagement challenges, align teams, and unlock their full potential.
As you prepare to re-engage your workforce, consider these reflective questions:
What immediate actions can you take to better engage your hybrid team?
How would addressing hybrid engagement issues transform your organization’s mission outcomes?
Does your current hybrid model ensure that all employees have equal opportunities for growth and development, regardless of their work environment?
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