The new normal: Hybrid  work is here to stay
Hybrid work is no longer a temporary shift; it has become the norm. According to Gallup, 8 in 10 remote-capable employees now expect hybrid or fully remote arrangements for the long term. While this flexibility benefits both employees and employers, it also adds complexity, especially for frontline managers who serve as the connective tissue between organizational strategy and employee experience in a modern hybrid work model.

The manager dilemma: high expectations, low support
The role of the manager has never been more critical — or more strained. Managers are expected to maintain productivity, foster engagement, support wellbeing and uphold culture, all while leading dispersed teams and navigating constant change, which is a reality of leadership in hybrid work environments.

Yet only 48% of managers feel they have the skills and resources to lead effectively in a hybrid environment.1

This disconnect comes at a significant cost:

  • 70% of the variance in team engagement is driven by the manager.2
  • 52% of employees say their manager is the primary reason they stay — or leave — a company.3

Manager enablement: the culture catalyst
To enhance organizational culture, performance and employee retention in today’s dynamic environment, companies must prioritize manager enablement. This requires more than traditional training; it calls for a comprehensive approach that cultivates managers as effective people leaders while equipping them with manager development programs tailored to the realities of hybrid work. Such investment is critical to sustaining a strong workplace culture and advancing long-term retention strategies.

Three key strategies for manager enablement

  1. Upskill for modern leadership. Equip managers with critical skills – empathetic communication, inclusion leadership, coaching and performance management. In leadership in hybrid work, prioritize experiential learning, peer cohorts and continuous feedback over one-off workshops to strengthen remote and hybrid team management.
  2. Redesign support systems. Provide practical resources such as toolkits, conversation guides, people-data dashboards and streamlined processes. Reducing administrative burdens frees managers to focus on leading their teams.
  3. Empower through trust and autonomy. Set clear expectations, then give managers the flexibility to lead in ways that fit their teams. Recognize and reward effective leadership behaviors, not just outcomes.

The multiplier effect of empowered managers
Organizations that invest in manager development outperform peers in engagement and retention by more than 20%.4 When frontline managers are equipped and supported, they become the engine of a healthy culture and sustainable performance. The results unlock higher engagement, lower turnover and stronger alignment, creating a resilient hybrid work model where both employees and managers feel invested in the business’ success.

HUB International’s People & Technology experts are here to help you work through a full range of human resource strategy and support services in such areas as human capital management, total rewards and HR technology, including manager development programs that strengthen remote and hybrid team management.

1 Gartner, “Top HR Trends and CHRO Priorities for 2026,” accessed November 19, 2025.
2 Gallup, “How to Engage Frontline Managers,” January 19, 2024.
3 Busines LinkedIn, “Global Talent Trends,” October 2024.
4 McKinsey & Company, “In the spotlight: Performance management that puts people first,” May 15, 2024.