I am honored to have recently appeared on Randy Crabtree's The Unique CPA podcast. I am passionate about leaders and their teams' success. We covered several topics, and one area that requires attention these days is how we lead hybrid and remote teams successfully.

Are you and your leadership team perplexed by the endless stream of new revenue opportunities while you see productivity and utilization rates falling?  Does it appear that there needs to be more accountability? I hear this more and more from the CEOs and leaders I talk to.

Here are five key points that you should consider regarding hybrid and remote work to build a more engaged and productive team.

Intentional Engagement

I can’t emphasize enough the importance of deliberate communication when connecting with remote and hybrid team members. Spontaneous interactions will likely be more challenging to occur naturally, so leaders should create structured opportunities for engagement. These can include regular check-ins, virtual team-building activities, or meaningful one-on-one conversations to ensure each team member feels valued and part of the team.

Trust-Building Practices

For many organizations, the shift to remote and hybrid work has exposed a “trust gap.” A lack of trust can erode team cohesion, especially in remote settings. You can build trust by fostering open communication, transparency, and expectation consistency. Regular feedback loops and a clear expression of trust in team members’ abilities can help bridge this gap.

Redefining Management Approaches

Remote and hybrid work models demand a shift from traditional supervisory approaches to more collaborative and empowering management styles. Instead of monitoring physical presence, I recommend that you and your leadership team focus on outcomes and each team member’s value. This shift requires adjusting performance metrics to reflect quality and productivity rather than hours worked.

Balancing In-Person and Virtual Connections

Let’s face it. The accounting industry is predicated on an apprenticeship model. Your best people learn from your best leaders. Face-to-face interactions, which often deepen relationships and foster a stronger sense of community, are a must.

Consider hybrid work setups that combine remote work flexibility with periodic in-person meetings or retreats to strengthen team bonds. These in-person gatherings provide valuable space for team alignment, brainstorming, and relationship building that virtual interactions might miss.

Addressing Employee Well-being and Inclusion

Employee well-being must be a top priority in hybrid and remote environments. I want to underscore the importance of recognizing team members’ unique challenges and supporting their holistic well-being. You and your leadership team should ensure that remote employees have equal access to opportunities, resources, and recognition as in-office employees to prevent feelings of isolation or exclusion.

Benefits to Your Firm

• Regular, meaningful engagement with remote and hybrid team members creates a culture of accountability and responsiveness. Be intentional.

• Building trust in a remote or hybrid environment reduces the need for micromanagement, allowing employees to work more autonomously and take ownership of their responsibilities. This frees managers to focus on high-value activities, reduces turnover due to burnout, and increases overall team morale, directly impacting productivity and utilization rates.

• Shifting to a results-oriented management approach encourages team members to be productive and efficient with their time, focusing on deliverables rather than hours worked.

• Periodic in-person gatherings or retreats can rejuvenate team cohesion and drive collaboration, leading to more effective communication and better project handoffs.

• Employees who feel supported and valued are more likely to be productive, resilient, and committed to the firm—my advice:  prioritize well-being.

Some Final Thoughts

An approach designed for hybrid and remote work success hinges on intentional, empathetic, and flexible leadership. Leaders prioritizing authentic connections, value-driven engagement, and a supportive culture are better positioned to lead adaptable, motivated, and resilient teams in today’s evolving workplace.

For the full podcast, Go Here.

Until next time!