Hybrid work is here to stay—but there’s no one-size-fits-all approach. As organizations evolve past reactive remote policies and into long-term, flexible models, the real opportunity lies in building a hybrid strategy that’s intentionally designed around your people.
That’s the message from Emily Hinks, CEO of the future-of-work agency Mischief Makers and guest on our latest episode of Oyster’s New World of Work podcast. In the episode, Emily shares how companies can design hybrid work models that boost connection, performance, and employee satisfaction—all while staying rooted in trust and culture.
Here are a few key takeaways from the conversation, plus actionable advice on tailoring your hybrid strategy to your team.
💡 Designing a hybrid strategy that fits your team? Explore Oyster’s Hybrid Hub for tools, templates, and real-world guidance to get it right.
Hybrid is more than a schedule—it’s a culture strategy
Too often, hybrid strategies stop at surface-level decisions like setting in-office days or tech tools for video calls. But as Emily points out, hybrid work isn’t just about where work gets done—it’s about how your team operates, connects, and thrives.
Think of your hybrid strategy as an extension of your company culture. Just like culture isn’t created through posters and values decks alone, hybrid success doesn’t come from policies written in isolation. Instead, it emerges from intentional design—one that considers how people communicate, collaborate, and build trust across distributed settings.
Trust and autonomy are non-negotiable
Micromanagement has no place in the future of work. In today’s hybrid environments, trust is the glue that holds teams together—especially when face time is limited. “We’ve moved away from the mindset that if I can’t see you working, I assume you’re not,” says Emily.
The most effective hybrid strategies empower employees to choose how and where they work best, while also providing clear expectations and mutual accountability. For many companies, this looks like a mix of remote and in-office days, with flexibility baked in for individual needs.
One way to ensure employees feel empowered? Co-create your hybrid norms with them. People are more likely to follow policies they’ve helped shape, and co-creation builds a stronger sense of ownership and team alignment.
Prioritize connection on and off screen
In a hybrid world, connection doesn’t happen by accident. Leaders must proactively create moments that foster belonging and relationship-building. That might mean rethinking meeting formats, designing intentional offsites, or weaving human connection into everyday rituals.
Emily uses the analogy of fascia—the connective tissue in the body that holds everything together—to describe the cultural “glue” organizations often overlook. It’s the small moments of interaction, shared experiences, and trust-building that power effective collaboration.
A few ways to build connection in hybrid teams:
- Begin meetings with meaningful check-in questions
- Design team rituals that reflect your values
- Reimagine your office space as a hub for connection, not just desk work
Managers are the key to hybrid success
Hybrid leadership requires a new skill set. Managers are no longer simply overseeing tasks—they’re navigating distributed team dynamics, adjusting to asynchronous workflows, and fostering culture from a distance.
Unfortunately, many managers are promoted without the proper tools to lead in this new world. Emily urges organizations to rethink manager enablement, especially around communication, inclusivity, and team rituals.
Supporting managers might look like:
- Training on inclusive, asynchronous collaboration
- Playbooks for running effective hybrid meetings
- Clear guidance on performance management in flexible environments
Design a model that fits your people—not someone else’s
The companies thriving in hybrid work aren’t copying another brand’s blueprint; they’re crafting models that reflect their team’s values, goals, and work styles.
So before mandating office returns or following industry trends, ask: What does our team actually need to do great work? What kind of environment helps them feel connected, productive, and seen?
Start there. And build intentionally from that foundation.
Final thoughts: Lead with humanity
Emily sums it up perfectly: “Work has moved into a more human reality.” Designing a great hybrid strategy isn’t about ticking boxes—it’s about meeting people where they are, supporting their potential, and making space for real connection.
Want more insights on building a hybrid strategy that works? Listen to the full podcast episode with Emily Hinks on Spotify.
About Oyster
Oyster is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.
Oyster enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.
