Leading Remote & Hybrid Teams: Trust, Alignment, Engagement

Leading a team is already challenging when everyone is under the same roof. Add distance, time zones, and sketchy Wi-Fi, and it becomes a whole different ballgame. About 70 percent of companies now operate with some version of a distributed team, but many leaders still struggle to keep their people connected, accountable, and energized.

So how do we get this right?

I’ve been reflecting on what makes remote leadership work and believe that it comes down to a few core ideas: building trust without physical presence, holding people accountable without hovering, and keeping everyone moving in the same direction.

Here’s a practical framework to help you lead remote and hybrid teams more effectively, along with a heads-up on a deeper dive coming later this week.

Building Trust and Accountability

Trust is the foundation of any strong team. When you're not seeing your team every day, it takes more intentional effort. Here are a few ways to make it happen:

• Be human first. Kick off meetings with a quick check-in. Ask about their weekend or celebrate a recent win. These moments aren’t wasted time; they build connection.

• Set clear expectations. Define what success looks like. Spell out deliverables, timelines, and when you’ll check in. Use project management tools to keep visibility high.

• Focus on outcomes, not activity. Don’t fall into the trap of tracking hours. If someone is falling behind, start with curiosity: “Hey, I noticed we missed the mark here. What’s going on?”

Keeping Teams Engaged and Aligned

When remote teams feel isolated or unclear on their role, engagement and alignment fade fast. Here’s how to keep both strong:

• Lead with purpose. Tie tasks to the bigger picture. If a team member is working on a report, remind them how it will shape the Q3 strategy. Context gives meaning to the work.

• Use diverse tools for connection. Not everything needs to be a Zoom call. Teams, text, and digital whiteboards create space for creative and quick collaboration. Monthly virtual coffee chats without an agenda can spark real conversation.

• Celebrate often. Whether it’s hitting a milestone or navigating a tough week, call it out in your team channel or via email. Recognition brings teams together, no matter where they are located.

Why This Matters

Gallup research shows that remote workers who are highly engaged are 23 percent more productive and 40 percent less likely to leave. Trust and alignment are not just “nice to have.” They directly impact results. If you miss these fundamentals, you’ll likely see it in lower morale, missed goals, and higher turnover.

Take One Step This Week

Here’s a quick challenge. Choose one team member and schedule a 10-minute check-in. Focus on their world, not just work. Or take a moment to clarify one goal that matters this week. Small shifts like these build momentum.

Want to take it further? I’m hosting a live session this week: Leading Remote and Hybrid Teams. We’ll unpack real-life scenarios, share advanced strategies, and practice tools that help teams stay engaged and aligned. It’s capped at a small group to keep it interactive and personal.

Sign up here to join us.

What’s your biggest challenge in leading remote or hybrid teams?

Drop it in the comments and I may cover it live in the session.