{"id":23513,"date":"2025-11-03T19:14:25","date_gmt":"2025-11-03T17:14:25","guid":{"rendered":"https:\/\/positivesolutions.fi\/high-performing-remote-and-hybrid-teams-how-to-succeed-as-a-leader\/"},"modified":"2025-11-03T19:49:06","modified_gmt":"2025-11-03T17:49:06","slug":"lead-remote-and-hybrid-teams","status":"publish","type":"post","link":"https:\/\/positivesolutions.fi\/en\/lead-remote-and-hybrid-teams\/","title":{"rendered":"How to lead high-performing remote and hybrid teams"},"content":{"rendered":"\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t
\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

High-performing remote and hybrid teams \u2013 how to succeed as a leader<\/h2>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

The rise in hybrid work forced a significant shift in the traditional workplace model.<\/p>\n

While employees now have the flexibility and freedom to work from the comfort of their own homes, managers and leaders must discover new ways to improve and maintain productivity, battle employee burnout, manage collaboration between team members and prevent any conflict from arising.<\/p>\n

But remote and hybrid teams can still exceed expectations when managed correctly-in fact, remote work productivity was stable or increased when working remotely from home. The managers who could build their high-performing teams remotely have similar strategies \u2013 emphasize communication, foster collaboration, recognize and navigate conflict, and ensure every employee is engaged.<\/p>\n

Continue reading to learn the five steps to building a high-performing team.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

1. Communicate with motives in mind<\/strong><\/h2>\n

Teams & leaders who recognize each other\u2019s motives can adapt their communication styles for more effective interactions.<\/strong><\/p>\n

According to a recent survey, the trait that high-performing teams utilize most to outperform average teams is effective communication. How we communicate is fundamentally connected to our core values and motives, and organizations that share effectively are 4.5x more likely to retain the best employees. Teams communicate better when members understand their intrinsic motives and how they relate to others.<\/p>\n

People are primarily motivated by one or a combination of people, performance, and process.<\/p>\n

This means managers need to step away from the one-size-fits-all approach. Instead, they should try recognizing what makes each team member unique – are they driven to help others? Do they prefer direct conversations, or do they enjoy short conversations? Do they tend to ask for more information when given a task or problem to solve? Leaders can adapt their communication styles beforehand to craft messages that resonate with each team member when motives are recognized.<\/p>\n

This strategy can also be applied to the other half of communication – listening. Managers should practice listening with the intent to truly understand the other person rather than to confirm their current view or wait for the opportunity to speak. Leaders of high-performing teams look beyond the communication style of the messenger to find the true intention and motive behind the words.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

2. Use strengths for better collaboration<\/strong><\/h2>\n

Team members have multiple strengths to choose from when it comes to more effective collaboration – and sometimes that means stretching to use some strengths that don\u2019t come as naturally as others.<\/strong><\/p>\n

Collaboration with teammates now takes up more than 80% or more of employees\u2019 time, and are also on double the amount of teams they were five years ago4. When collaboration is done right, businesses can see a 21% increase in profitability due to highly connected teams. But collaboration isn\u2019t something that can be achieved by throwing teams together hoping they\u2019ll \u201cmake it work,\u201d and that applies doubly for virtual teams. When opposing ideas and work styles clash, it\u2019s just that much easier to hide behind a screen until the storm passes, slowing progress and hindering brainstorming efforts.<\/p>\n

This may bring a lot of pressure to managers and team leaders to find new and innovative ways to keep their employees collaborative and engaged. But before introducing yet another digital collaboration tool or scheduling your third virtual team meeting of the week, take a look at how your team is using their strengths to enhance collaboration and not just personal performance.<\/p>\n

First, let\u2019s expand our view of strengths. We\u2019re not referring to competency or talents, but the behaviors we use to help us get our best work done. We all have strengths we\u2019re more comfortable using than others, but sometimes those strengths aren\u2019t the best suited for every situation. Put another way, our strengths may suit us well, but they don\u2019t always strengthen our interactions or outcomes. We must become mindful of how our strength behaviors affect the people we work with. When we force our top strengths, we may be doing our teams more harm than good. Thankfully, every team member has the power to adopt the strengths they need to overcome any situation \u2013 even if they aren\u2019t as comfortable using them. For example, someone who is naturally cautious may need to prioritize being quick-to-act in times of crisis or pressing deadlines. On the contrary, someone who is quick-to-act may need to rely more on their analytical strengths when assessing potential outcomes of a situation or project.<\/p>\n

When collaborating with team members, understand where your own and other\u2019s individual strengths will play a crucial role in the success of the project. Use your top strengths to your advantage- but know when they should take a back seat to prioritize others.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

3. Ensure that everyone is valued, seen, and heard<\/strong><\/h2>\n

Not only does innovation increase when team members are encouraged to share individual perspectives, but employees that feel included are more likely to remain engaged with their work.<\/strong><\/p>\n

As leaders, it\u2019s important to know what mattersto everyone on our team, including their views, values, and the things that energize them. It\u2019s all about making each individual feel welcome and valued because of their differences, not tolerated despite them.<\/p>\n

When people feel included, they commit to the project, the team, and the organization. When they\u2019re committed, they go above and beyond what\u2019s required in their KPIs. They\u2019ll make more effort, voice more ideas, and innovate more. They end the workday feeling energized, not drained, and discouraged.<\/p>\n

To foster team inclusivity on remote teams, leaders should begin with their own selfawareness. If you\u2019re often the most senior person in the room, ask yourself whether you habitually do some of the following things:<\/p>\n