Hybrid work isn’t just about flexible schedules and Zoom fatigue. It’s about trust—or, more often, the lack of it.

When half the team’s remote and the other half’s bonding over office bagels, it’s easy for people to feel disconnected, misaligned, or just plain left out. Lack of intention can magnify the sense of disconnect. 

But here’s the thing: trust isn’t a “nice to have” in hybrid teams. It’s the foundation for connection, collaboration, and culture. If trust is fraying in your team, it’s time to get intentional about fixing it.

Misalignment in the Hybrid World
Hybrid teams fail when trust erodes. This usually happens because:

• People don’t know what’s expected of them. This is one of the biggest barriers we face in person as well. Are expectations communicated, realistic, sustainable, attainable? 
• Remote workers feel invisible, while in-office teams feel overburdened. There's a choice between, "Absence makes the heart grow stronger" and "Out of sight, out of mind". Ask yourself, especially as the leader, which one you believe. It's likely driving perspective and action. 
• Leaders assume trust will happen naturally, without creating the conditions to nurture it. Trust is an outcome of psychological safety and intention. It is not a starting point. 

Without clarity or connection, hybrid teams splinter. People pull in different directions, and the sense of unity disappears.

Three Strategies to Rebuild Trust:

1. Clarity is King
   Hybrid teams can’t survive on assumptions. Define what success looks like—who’s doing what, when, and why. It’s not about micromanaging; it’s about creating shared purpose so everyone moves in the same direction. Stop thinking of a KPI metric as an outcome. It's a marker. The outcome is the state of what will be because it is achieved. Think broader and communicate the outcome.

2. Create Spaces for Curiosity
   Trust isn’t just about clear goals; it’s about connection. Make space for intentional, human conversations where your team can share, challenge, and align. Whether it’s structured feedback sessions or casual coffee chats, curiosity builds trust when done well. Look for empathy and compassion. 

3. Foster Inclusion Through Connection Points
   Inclusion isn’t a box to check—it’s what keeps your team aligned and engaged. Plan connection points that bridge physical and virtual spaces, from in-person retreats to virtual games. Trust grows when everyone feels seen, heard, and valued.

The Manager Who Made Hybrid Work Human
One leader we worked with realized her team was falling into the “Zoom robots” trap—just back-to-back meetings with no real connection. She started kicking off calls with quick questions like, “What’s one thing you’re excited about this week?” Suddenly, her team wasn’t just functional—they were human again. 

So simple as to be pointless? No. Stop seeing the task list. See the humans. 

Hybrid work doesn’t have to fracture trust. With clear expectations, space for connection, and meaningful inclusion, you can turn a scattered team into a unified one. Trust isn’t a mystery—it’s a habit. And good habits, like good teams, take intention to grow.

Want to strengthen your hybrid leadership? Drop us a note at or  book a call with us to start building trust that sticks.