Making Everyone Feel Seen: Practical Strategies for Fostering Inclusion in Hybrid and Remote Work
The shift to hybrid and remote work has brought flexibility and freedom to many, but it's also introduced new challenges—especially when it comes to inclusion. When some team members are in the office and others are behind screens, creating a shared sense of belonging takes intentional effort.
So how do you build an inclusive culture when you're not all in the same room? Here are practical, human-centered strategies to make inclusion part of your team's daily rhythm.
1. Design for Equity, Not Just Convenience
What it means: Inclusion starts with recognizing that not everyone experiences hybrid work the same way. Design meetings, communication flows, and decision-making processes that don’t favor one group (like those in-office) over another.
How to apply it:
Default to virtual meetings even when some are on-site—avoid the “conference room + Zoom” hierarchy.
Rotate meeting times for global teams so no one is always stuck with 6am or 10pm calls.
Share documents in advance and allow asynchronous feedback to give everyone a voice.
2. Normalize Overcommunication (in a Good Way)
What it means: In remote environments, you can’t rely on hallway chats or casual drop-ins to keep everyone aligned. Transparency and clarity become critical.
How to apply it:
Summarize discussions in writing (Slack, email, shared docs).
Create recurring team updates—what’s new, what’s coming, who’s doing what.
Encourage leaders to model this behavior—what they’re thinking, prioritizing, and even struggling with.
3. Make Space for the Personal, Not Just the Professional
What it means: Inclusion isn’t just about policy—it’s about connection. People feel they belong when they can show up as themselves.
How to apply it:
Start meetings with a quick check-in question or “rose/thorn” moment.
Celebrate team birthdays, wins, and life events—remotely and in-person.
Create opt-in spaces for non-work chatter (Slack channels for pets, books, food, etc.).
4. Don’t Just Talk About Inclusion—Track It
What it means: Inclusion shouldn’t be a fuzzy concept. It can—and should—be measured and improved over time.
How to apply it:
Regularly pulse your team for feedback on belonging, fairness, and support.
Look for patterns: Who speaks up? Who gets opportunities? Who’s disengaging?
Share what you’ve learned and how you’re acting on it.
5. Empower Managers as Culture Champions
What it means: Managers are the linchpins of inclusion. Their daily actions shape how seen and supported people feel.
How to apply it:
Offer training and playbooks on inclusive leadership.
Encourage one-on-ones that go beyond tasks—ask about workload, wellness, and goals.
Recognize and reward inclusive behaviors in performance reviews.
Inclusion isn’t a single initiative or a box to check. It’s the quiet, consistent work of making sure no one feels like an afterthought. In hybrid and remote settings, this requires deliberate choices—how we communicate, collaborate, and care.
When we build with inclusion in mind, we don’t just improve morale—we unlock the full potential of our people.
