Creating a Culture of Appreciation in Hybrid Teams

The way we work has changed, and so must the way we appreciate one another.

In hybrid and remote teams, connection can easily fade into the background. Without hallway chats or spontaneous “great job” moments, employees risk feeling unseen. And yet, appreciation is one of the most powerful drivers of motivation, trust, and long-term performance.

Building a culture of appreciation in hybrid teams isn’t just possible; it’s essential.

Why Appreciation Matters More Than Ever

Hybrid work gives employees flexibility, but often at the cost of connection. According to Microsoft’s Work Trend Index, over 50% of employees say their relationships outside their immediate team have weakened since shifting to hybrid work.

Meanwhile, Gallup reports that only 23% of employees strongly agree they receive the right amount of recognition for the work they do, and those who do feel recognized are five times more likely to stay with their organization.

That means appreciation is more than a cultural nicety; it’s a strategic differentiator.

When people feel valued:

• Engagement increases by 37%

• Productivity improves by 21%

• Absenteeism drops by 41%
  (Source: Gallup, OC Tanner, Deloitte)

In short, appreciation fuels performance. But in hybrid teams, it requires new habits, not just good intentions.

The Shift from Moments to Mindset

In a shared office, appreciation can happen organically. A quick thank-you between meetings. A smile across the table. In hybrid work, those small affirmations vanish unless they’re intentional.

A culture of appreciation isn’t built on random praise; it’s built on mindful attention.

Appreciation in hybrid teams means designing for visibility: noticing effort, acknowledging progress, and celebrating contribution in the spaces where work actually happens… online.

5 Ways to Build a Culture of Appreciation in Hybrid Teams

1. Make Recognition Frequent and Visible

Out of sight shouldn’t mean out of mind. Use digital tools to make appreciation public and consistent — from quick shoutouts in chat threads to structured recognition through platforms like Sayhii.

A Gartner study found that companies with frequent recognition programs see 31% lower turnover and 12x higher engagement. The more visible the appreciation, the stronger the culture.

2. Encourage Peer-to-Peer Appreciation

Appreciation shouldn’t just flow from leaders — it should flow in every direction.
When employees recognize one another, it builds belonging and community.

Peer recognition programs can boost engagement by 35% (Gartner) and help employees feel connected across departments and time zones.

3. Connect Appreciation to Impact

Specificity matters. “Thanks for your help” is nice, but “Thanks for staying late to fix the client issue — your extra effort helped us meet a critical deadline” is memorable.

By linking appreciation to values or outcomes, employees see how their work makes a difference, not just that it does.

4. Build Appreciation into Rituals

Create structured moments where appreciation is expected and celebrated.
Start team meetings with a “who made your week easier” round. End project retros with “one thing I appreciated about this collaboration.”
These micro-rituals embed gratitude into the rhythm of teamwork.

5. Train Leaders to Model Appreciation

Leaders set the tone, especially in hybrid environments. A Deloitte study found that 70% of employees say recognition from leadership has the greatest impact on motivation.

Encourage leaders to practice real-time appreciation: quick messages after presentations, personal check-ins after big wins, or written acknowledgments that connect effort to organizational goals.

Overcoming Common Hybrid Barriers

Hybrid teams face unique challenges that can dull appreciation if left unchecked:

• Digital fatigue: Encourage short, authentic recognition instead of long virtual celebrations.

• Proximity bias: Ensure in-office employees don’t receive more recognition simply because they’re visible.

• Cultural differences: Appreciation can look different across cultures; balance individual preferences with team norms.

When organizations address these intentionally, appreciation becomes inclusive, not performative.

The Ripple Effect

When employees feel appreciated, they show up differently, not just in what they do, but in how they do it. They’re more generous, more collaborative, and more open to innovation.

Appreciation builds psychological safety, the trust that makes people feel comfortable sharing ideas, admitting mistakes, and supporting one another.

In hybrid work, that trust is the glue that holds teams together.

Final Thoughts

Hybrid work has redefined connection, but it hasn’t diminished our need for it.
Building a culture of appreciation in this new world of work means reimagining how we see one another.

Because appreciation isn’t a policy or a perk.
It’s a practice, one that turns distance into connection, and collaboration into community.

When appreciation becomes habit, hybrid teams don’t just work well together.
They thrive together.