Mastering Remote & Hybrid Teams for Retention, Training, and Development
Today’s workforce culture is very different from that of past decades. Many companies are operating on remote and hybrid work models, which helps businesses stay relevant and has positive results when it comes to employee satisfaction. While this new workforce culture brings many benefits, it also brings with it a unique set of challenges, including issues with retention, training, and development. However, by implementing effective strategies, businesses can continue to succeed while mastering remote and hybrid team management.
Focus on Retention
Focusing on employee retention, whether that be new hires or tenured employees, is a critical area of importance as many companies are grappling with retention issues. The role of managers is pivotal in addressing engagement and retention. Several strategies can be implemented in order to retain talent:
Building a strong remote work culture: Remote and hybrid workplaces are running more efficiently than ever before and they’re also improving employee morale. Experts predict that team-building events will soon make a comeback and following this trend can help retain employees by creating connections.
Offering flexible work schedules: In a recent study conducted by Stanford, researchers found that allowing employees to work from home even just two days a week caused quit-rates to decrease by 35%. In addition to remote and hybrid work, today’s employees often seek out flexible work environments with better work-life balance. Being open to alternative schedules helps improve employee satisfaction.
Providing career advancement opportunities: Stagnation is a key reason for employee dissatisfaction and can affect retention rates. By providing opportunities for growth within the company, businesses can keep their talent and create a healthier work environment.
Scheduling regular check-ins: Scheduling regular check-ins can ensure that goals are aligned and that miscommunications don’t occur when it comes to remote and hybrid team management. This is also a crucial component when it comes to mitigating feelings of isolation.
Creating opportunities for feedback: In addition to check-ins, creating other opportunities for feedback ensures employees feel supported and can help with employee retention. This can take shape in the form of surveys, additional meetings, or short conversations when time allows.
Implement Training Programs
Employees want to feel supported and companies want to remain efficient when it comes to managing a remote or hybrid workforce. Research shows that reducing burnout is the fifth highest priority for companies. Sufficient training plays a major role here, as many new hires reported not feeling prepared to do their job, which can lead to burnout. The training process can be optimized by:
Utilizing digital tools: Learning management systems (LMS) ensure that training is engaging. They also help companies better manage their training programs by making them easier to deliver and control. Some options include Absorb LMS, 360Learning, and Moodle.
Personalizing learning paths based on employee needs: Growth methods are not always universal. It’s important to take each individual’s needs into consideration when preparing paths for success. This can be done by having ongoing discussions and taking the time to get to know each employee personally.
Encouraging continuous learning and upskilling: Employees often work best when they feel supported and fulfilled. Helping them plan a path they feel excited about builds confidence in a remote work culture. Additionally, creating an environment of autonomy and establishing trust is key.
Dedicate Time to Development
In addition to ensuring employees are on the right path, specific development actions can be taken to help facilitate success. This includes:
Setting clear goals and expectations: Taking time to outline key areas of success can help make sure both managers and employees are clear on expectations. Creating a specific list when an employee first onboards is a simple way to get goals down in writing and to have a record to reference. Shifting to a result-oriented mindset is something leaders must do as well.
Scheduling regular performance reviews: Adapting a different type of leadership style is necessary for remote and hybrid team management. Scheduling performance reviews can provide structure and alignment. Planning ahead with a list of questions, topics, and concerns can ensure valuable feedback is offered.
Creating mentorship programs: Mentorship is a powerful tool for growth. Creating a mentorship program, specifically at the start of employment, can help employees feel more confident in the workplace. Creating a sense of cohesion among the team is also crucial.
Recognizing and rewarding achievements: While constructive criticism is an important part of managing employees, recognizing wins is equally important in a remote or hybrid workplace. Employees want to feel appreciated and understood. Acknowledging outstanding work can have a positive impact.
Use Technological Tools
Staying efficient in a remote or hybrid work model requires some creativity and the utilization of modern technology. Here are some popular tools to consider:
Collaboration tools: These tools help employees stay connected and can facilitate fast communication. Using tools like Slack and Microsoft Teams makes collaboration easier, especially in a remote environment.
Project management software: When working on projects, it’s important to stay organized. Project management software such as Asana, Trello, or Jira help make this possible. Taking time to do some research can help you choose which one is right for you and your company.
Look Toward the Future
Remote and hybrid workforces continue to grow in popularity and embracing these models helps pave the way for the future. By staying up to date with current training methods, focusing on employee retention, and using development techniques and tools, companies can manage hybrid and remote work culture with ease. Learn more about these topics and the future of customer contact at CMP’s Fall 2025 convention in Nashville.
