Over the past few years, the office has changed significantly. As remote and hybrid work become the new normal, companies are re-envisioning what it means to have a strong, cohesive workplace culture.
In old-fashioned offices, culture went hand in hand with something more organic face-to-face interaction, team lunches and shared experiences. But in hybrid settings, where employees are divided between home and office work, creating and sustaining that same sense of togetherness takes intention — and innovation.
Read on for a look at how organizations can create a vibrant company culture in this hybrid model, so employees feel connected to their workplace and remain engaged and motivated.
1. Redefine What Culture Means
In a hybrid environment, company culture can’t depend entirely on being there in body or practice. It’s not about where people work — it’s about shared values, trust and belonging.
Example: Tech companies like Microsoft and HubSpot have recast culture as “how we work together,” not “where we work.”
The lesson: A great culture is made of values and purpose, not geography.
2. Communicate with Clarity and Consistency
Hybrid teams may also experience breakdowns in communication. Clear and transparent communication fosters trust and makes everyone feel included – whether they are working in the office or remotely.
Atlassian: for instance, employs async tools like Confluence and Slack to make sure updates are delivered at the same time to everyone.
The result: Transparent communication dissolves distrust among teams.
3. Create Virtual Spaces for Connection
Working from home can leave employees feeling isolated. Virtual team building sessions, casual “drop-in” conversations and social hours mimic the once-familiar camaraderie of office life.
Example: Companies like Zapier host weekly “Donut Chats” — informal virtual hangouts where workers bond about non-work subjects.
The lesson: The little things, like casual interactions that help build relationships, are important for team morale.
4. Prioritize Inclusivity and Equal Participation
Remote workers in hybrid work may also, from time to time, feel cut off from key discussions or opportunities. You need to design meetings, workflows and participation such that everyone gets equal time.
Example: Google launched “hybrid meeting equity” — that all participants, regardless of their remote or in-person status, get equal access to collaboration tools and visibility.
The lesson: Fair participation can bring out the best in everyone.
5. Reinforce Core Values Daily
It’s really the lifeblood of culture, when those company values are lived and not just written on posters. Values such as empathy, accountability, innovation should not just be on a fancy PPT every quarter – but should get modeled with daily behavior by leaders.
Example: Patagonia doubles down on sustainability by offering employees paid time off to work on environmental causes.
The takeaway: Action is louder than mission statements.
6. Invest in Employee Wellbeing
Hybrid work can make the lines between professional and personal life blur. Valuing mental and physical health breeds loyalty and decreases burnout.
Example: At Salesforce, “Wellness Fridays” give everyone at the company a day off to focus on their mental health most months.
The lesson: A culture that cares is good for engagement and retention.
7. Use Technology to Strengthen Collaboration
Digital tools can recreate the sense of being connected to in-person work — if they are used thoughtfully. Invest in tools that allow for collaboration, increased visibility and real-time feedback.
For example, Asana and Microsoft Teams enable hybrid teams to collaborate on tracking tasks, goals and progress in a transparent manner.
The lesson: Give your team the tools to collaborate across geography.
8. Encourage Autonomy and Trust
Micromanaging remote workers can crater morale. Instead, give teams the autonomy to own their work and trust them to get the job done.
Example: GitLab, a fully remote company that relies on documented processes and trust-based management and not micromanaging.
The lesson: Autonomy creates accountability and confidence.
9. Celebrate Achievements Across All Teams
Recognition is a major cultural tenant when employees are working apart. Publicly acknowledge milestones, birthdays, and success with a project to maintain morale.
Example: Canva hosts monthly “Design Jams” and virtual award ceremonies around the world, celebrating creative wins.
The takeaway: Recognition ties people emotionally to the purpose of the company.
10. Train Leaders for Hybrid Management
Running hybrid teams demands new abilities — empathy, digital communication and the trait of adaptability. Leaders now have to figure out how to inspire and guide dispersed teams.
Example: IBM’s “Leading in the Hybrid World” program trains managers to spark inclusion and foster empathy among teams.
The upshot: Great leadership creates great culture — anywhere.
11. Onboard New Employees with Intention
Culture is strong from onboarding. Hybrid or hybrid onboarding should facilitate early introduction to company culture, tools and social networks so that new hires feel part of the team.
Example: Shopify’s virtual onboarding features mentorship programs and company storytelling sessions that help new hires connect with the brand values.
The upshot: Good first impressions of cultural connection.
12. Maintain Transparency and Feedback Loops
Regular feedback sessions enable early troubleshooting and make employees feel heard. In hybrids, feedback reinforces a culture of being open and growing.
Example: LinkedIn does frequent “Pulse Surveys” to sense check employee sentiment and make policy adjustments based on feedback.
The takeaway: The simple act of listening is the basis of cultural strength.
13. Build Rituals and Shared Experiences
To get people to show up, you need rituals and rites of passage. Even on the internet. Whether it’s long Monday morning meetings, team shoutouts or virtual coffee hours – shared routines create emotional bonding.
Example: Spotify holds “Squad Syncs” where teams share what went well and hashed out the learnings each week, cultivating culture through ritual.
The takeaway: Rituals help hybrid teams feel unified.
14. Align Culture with Flexibility
Flexibility is one of the greatest things about hybrid work — but it has to be aligned with what your company actually values. Nice to have a variety of work modes with similar goals.
Example: Adobe’s “Flexible Work Framework” gives its already articulate employees the choice of where and how they work, based on trust and performance.
The lesson: Flexibility gives rise to productivity when it’s rooted in mutual trust.
15. Measure and Evolve Your Culture
Culture is not static it evolves with your people. Keep your pulse on what is working and not but measuring engagement, inclusion, and satisfaction so that your culture really does grow from a hybrid environment.
Example: HubSpot tracks “culture health” with quarterly surveys and repackages initiatives accordingly.
The takeaway: Culture stays relevant and resilient through continuous improvement.
Conclusion
Creating company culture in a hybrid work environment isn’t about mimicking the office it’s about reimagining connection.
By building cultures that empower talent everywhere to thrive – and meet both employees’ needs (trust, empathy, communication) as well as the organization’s interests (innovation), organizations can set themselves up for success.
Ultimately, culture is not where you work – it’s how you feel when working. Company culture thrives when individuals feel seen, supported and connected, regardless of where they are.
FAQs:
Q1. Why culture is key in hybrid work
It helps foster a sense of connection, purpose and alignment among employees working in various places.
Q2. How can managers establish trust in hybrid teams?
Through transparency, autonomy and regular communication — not micromanaging.
Q3. What are some key challenges of hybrid culture?
Communication breakdowns, inclusion divides and how to keep all workers engaged—even as some remain remote.
Q4. Can technology aid hybrid culture?
From collaboration tools and feedback apps to digital engagement software, these are the services helping teams stay connected and on task.
Q5. How do you gauge culture in blended cultures?
By using staff engagement surveys, retention statistics and feedback forums that measure morale and contentment.
