Many offices, like ours at BriteCo, have moved to a permanent hybrid model (or something similar) following the COVID-19 pandemic. We chose one hybrid model to get the best of both worlds, including personal connection and the comfort of home. Promoting options provides more control over our lives and schedules, which I believe everyone wants at work and in general.

With these great conveniences come pitfalls teamwork and personal connections. An important part that you don't experience as quickly when you're physically separated from your team is spontaneity.

Spontaneous ideas are some of our most creative. However, it is better to encourage peer discussion; however, continuous replication is difficult when done virtually. To combat this, I strongly encourage one-on-ones in all teams. Everyone must accept the philosophy, starting from the top.

Related: How to bridge the gap between in-person meetings and long-distance meetings

I've found that connecting with people early in the day is critical. Even if it's just a quick check, I want to ask them how they're doing and if I can help you. A “How's it going?” and “Anything to discuss?” it can be a meaningful exchange, even if it is brief. The key is to make these interactions feel supportive, not stifling, and constantly happening. This sets a tone of collaboration and support, and, like most things, it trickles down and encourages these conversations throughout your team.

For example, we currently have an employee working remotely from Greece for three weeks, and we make time to connect every day regardless of the time difference. Even if there's nothing specific to discuss, that daily point of contact is invaluable for staying connected. Establishing these sticking points—no matter how brief—can significantly improve team cohesion.

When building an organization, all parts must work in unison, and you must do this to ensure your team is connected. When everything is disconnected, nothing works. Teams must be able to communicate with each other to work cohesively. When no one speaks, you become very disconnected, and that's a terrible way to build an organization. It is impossible to walk that way.

Related: Why hybrid work is failing your employees

Additionally, I encourage personal check-ins at the beginning of team meetings. It's easy to get caught up in the meeting agenda, but updating everyone on their lives outside of work helps build those connections on a daily basis.

When you're completely remote, I think you have to make a concerted effort to bring people together outside of work. Whether you have vacations, meetings, happy hours, attend sporting events, or whatever suits your team best. While BriteCo meets in the office a few days a week, we also attended a team-wide Chicago Cubs game this summer.

Creating a solid culture impacts accountability within a fully remote or hybrid workplace. Accountability is essential to maintaining productivity, FAITHand overall team cohesion. In the absence of physical supervision, clear expectations and transparent communication become essential to ensure that each team member understands their responsibilities and the impact of their work on the collective goals. Even remotely, teams can achieve a harmonious balance of independence and collaboration, ultimately increasing individual performance and organizational success.

There is currently a noticeable movement back to the office, though not completely. Hybrid models are likely to dominate going forward, offering flexibility while maintaining some personal presence. of hybrid approach is likely to be the most sustainable way forward. Of course, you can't do this for all situations, such as retail environments, where people just need to be on site.

For those in fully remote roles, I believe the push for connectivity will be in more events moving forward. We had to break away suddenly, but we're likely to see companies start planning monthly or quarterly team events and offering regular meetups. Additionally, we may see more companies offering telecommuting that involves traveling to the office once a month or more.

Related: Why remote work and offshore talent are becoming essential for businesses

Recently, we're seeing a big comeback to travel, with conferences and exhibitions back in full swing. Although, for many industries, it is still far less frequent than pre-pandemic travel. I envision the future of work by returning to the importance of experiences and opportunities that work best personally.

However, none of the above can be achieved without hiring the right people. The people brought into an organization contribute their unique skills and expertise – but they also shape the company's values, behaviors and overall environment. Therefore, selecting candidates who match the company's core values ​​and vision is essential. Organizations can foster a culture of common goal and mutual respect. However, they can only achieve this when the entire workforce agrees and actively participates. This alignment ensures that employees are more likely to collaborate, support each other, and strive toward common goals in a fully remote or hybrid workplace.

Hire great people who believe in and understand the importance of these practices. Your team's success will flourish, as will your relationships with each other. All of this will be fueled by spontaneous, creative ideas that will drive the present and future of your business.