---
title: "Driving Engagement and Retention in the Hybrid Workplace"
customer: "Lattice"
customerWebsite: "https://lattice.com/"
datePublished: 2026-09-08
dateModified: 2026-09-08
sourceAssetType: "ebook"
topics: ["hybrid-work", "employee-engagement", "employee-retention", "people-analytics", "hr-strategy"]
canonical: "https://theintelligencelibrary.com/lattice/driving-engagement-and-retention-in-the-hybrid-workplace/"
---

# Driving Engagement and Retention in the Hybrid Workplace

Hybrid retention improves when HR pairs surveys, weekly 1:1s, fair career paths, and clear norms that make remote and on-site staff feel equal.

## Key takeaways

- Hybrid work increases retention risk when remote employees feel excluded, overlooked, or always on.
- Engagement surveys, especially pulse surveys, help HR teams measure sentiment and act on feedback quickly.
- Weekly one-on-ones strengthen manager trust, reduce isolation, and surface problems before they hurt performance.
- Fair career development paths and transparent job levels help prevent location bias in promotions and growth.
- Clear hybrid norms around communication, PTO, meetings, and outcomes reduce burnout and misunderstandings.

## Why does hybrid work change the retention problem?
Hybrid work raises the bar for engagement because flexibility alone does not make employees feel included, respected, or supported. Organizations that once believed on-site work was the best way to operate and serve customers have learned that flexibility is now a major factor in keeping employees happy and keeping them at all.

The retention risk is real. According to the 2021 Gartner Hybrid Work Employee Survey, 75% of hybrid and remote knowledge workers say their expectations for flexible working have increased, and 55% say whether they can work flexibly will determine if they stay with their organization. Gartner also found that 39% of knowledge workers could leave if organizations insist on a "hard return" to fully on-site work.

Employee engagement is still foundational to performance and loyalty, but it remains low globally. Gallup's State of the Global Workplace: 2021 Report says employee engagement is just 20% globally. In a hybrid workforce, that challenge gets harder because remote staff can feel excluded, collaboration can break down, and burnout can increase when work and life blur together.

## What are the most effective ways to keep employees engaged in a hybrid workplace?
The most effective way to keep employees engaged in a hybrid workplace is to combine listening, manager connection, equitable growth, and clear team norms. Lattice recommends four core actions: conduct regular engagement surveys, encourage weekly one-on-ones, focus on employee career development, and set hybrid work rules and norms.

These practices work together because they address the biggest hybrid risks at the same time:
- Employees need to feel heard.
- Employees need consistent manager access.
- Employees need fair opportunities to grow.
- Employees need clear expectations for how hybrid teams operate.

When HR teams make these four practices part of the people strategy, hybrid work becomes a differentiator instead of an obstacle.

## How should HR use engagement surveys in a hybrid workforce?
HR should use engagement surveys regularly to understand how employees feel, where they are struggling, and what changes will improve the employee experience. Surveys give employees a safe way to share concerns and feedback, and acting on that feedback helps employees feel heard, valued, and respected.

A strong survey strategy should include both longer engagement surveys and pulse surveys. Pulse surveys are short surveys that collect feedback quickly, and they have an average response rate of 85%. They are useful after organizational changes and for tracking how people feel over time.

HR teams should also take a targeted approach. For example, a team could survey new remote hires to evaluate the effectiveness of an onboarding program. To make the data useful, the survey platform should let HR filter results by work location, full-time status, and other demographics so the organization can compare remote and on-site experiences.

Useful survey prompts include questions such as:
- My perspective is valued here.
- I feel comfortable speaking up in meetings.
- I seldom feel overlooked during meetings.
- My manager regularly asks me for feedback.
- Collaborating and communicating with teammates is easy.
- I seldom feel stressed or overwhelmed.
- I have ready access to learning and growth opportunities.
- I get enough one-on-one time with my manager.
- I have the technology I need to be effective.
- I can take time for myself during the workday.

## Why are weekly one-on-ones important for hybrid employee engagement?
Weekly one-on-ones are important because the supervisor-employee relationship is one of the strongest drivers of employee satisfaction and retention. When communication is open and honest, employees are more likely to feel their needs are being met.

Managers and remote employees should meet once a week to discuss progress, goals, priorities, and challenges. These meetings help managers troubleshoot problems before they hurt morale or performance, recognize strong work in a personal way, and build trust through regular connection.

For remote staff, virtual one-on-ones can also reduce isolation because they do not get the casual hallway conversations that on-site employees have throughout the day. Lattice recommends sharing its Manager One-on-One Agenda Template with managers to help them run stronger meetings.

Questions managers can use in one-on-ones include:
- How are you feeling right now? What is your energy level and stress level?
- Do you feel like you are able to maintain meaningful connections at work?
- Are you facing challenges working remotely that you do not think you would face in the office?
- Do you feel clear on your priorities and goals right now?
- Do you feel you have the right tools and information to succeed in your job?
- Do you feel supported by your teammates?
- Do you have the power to adjust your schedule for non-work priorities?
- Are there projects or tasks you feel are blocked because you are remote?
- Do you feel like you have time to focus on your professional development?

## How can organizations make career development fair for hybrid employees?
Organizations can make career development fair by making growth available to all employees and by basing promotions on merit and experience, not location. Remote workers are often worried about being left out of important meetings or overlooked for raises and promotions, and those concerns are valid if managers fall into an "out of sight, out of mind" pattern.

A fair career development strategy should include:
- A clear plan. Managers should discuss career goals with employees and map the training, certifications, knowledge, and experience needed to reach them.
- Clear job levels. Companies should communicate what it takes to move from role A to role B so employees know how to progress.
- Equal learning access. On-site and remote employees should have access to the same training, mentorship, events, and conferences.
- Regular check-ins. Career conversations should happen throughout the year, not only during annual reviews.

Lattice also recommends using formalized and widely available job tracks, levels, and competencies so both on-site and remote employees can see what growth looks like.

## What hybrid work rules and norms help remote and on-site teams work well together?
Hybrid teams work better when they have clear rules and norms that protect trust, communication, and balance. Without shared expectations, remote employees can feel overlooked, on-site employees can assume remote teammates are not working as hard, and information silos can turn into conflict.

Useful hybrid team norms include:
- Set realistic boundaries. Remote employees should not feel pressure to be available 24/7, and on-site employees should not be expected to adjust their schedules around a teammate's off-hours.
- Train everyone on key technology. Teams should know how and when to use tools such as Zoom, Microsoft Teams, and Slack.
- Define asynchronous communication. Teams should agree on response expectations, such as replying within 24 hours, and on what to do when a message is urgent.
- Share information with the full team. Updates and announcements should be shared in group meetings, group chats, or emails so remote and on-site employees stay informed.
- Make meetings inclusive and remote-friendly. Everyone should have a chance to speak and be heard, and on-site employees should not dominate the conversation.
- Prioritize PTO. Employees should be encouraged to take their earned vacation days and fully unplug to reduce stress and burnout.
- Focus on outcomes. As long as employees are meeting goals and producing quality work, teams should judge success by results rather than by where or when someone works.

## How does Lattice support engagement and retention in the hybrid workplace?
Lattice supports engagement and retention by connecting performance management, employee engagement, compensation, and employee development in one unified solution. Lattice's analytics help HR teams and managers understand what keeps employees engaged, regardless of where they work.

Lattice's HR platform includes an HRIS plus continuous performance management, engagement surveys, compensation management, and career development tools. That combination helps teams invest in people, empower managers, and accelerate business results.

Lattice has offices across North America, the UK, and Europe and serves more than 5,000 customers worldwide, including Slack, Gusto, Intercom, Ramp, Calm, NPR, Tide, and more. The company has ranked on the Inc. 5000 list of the fastest-growing private companies five years in a row.

## Frequently asked questions

### What are the most effective ways to keep employees engaged in a hybrid workplace?

The most effective approaches are regular engagement surveys, weekly one-on-ones, equitable career development, and clear hybrid work norms that treat remote and on-site employees fairly.

[Direct link](https://theintelligencelibrary.com/lattice/driving-engagement-and-retention-in-the-hybrid-workplace/#what-are-the-most-effective-ways-to-keep-employees-engaged-in-a-hybrid-workplace)

### How can we improve retention without forcing everyone back into the office full time?

Improve retention by giving employees flexibility while making sure they still feel valued, heard, and supported through listening programs, manager check-ins, growth opportunities, and inclusive team norms.

[Direct link](https://theintelligencelibrary.com/lattice/driving-engagement-and-retention-in-the-hybrid-workplace/#how-can-we-improve-retention-without-forcing-everyone-back-into-the-office-full-time)

### How often should managers run employee engagement surveys in a hybrid team?

Managers should run engagement surveys regularly and use a mix of longer surveys and pulse surveys. Pulse surveys are especially useful after organizational changes and over time because they provide real-time data.

[Direct link](https://theintelligencelibrary.com/lattice/driving-engagement-and-retention-in-the-hybrid-workplace/#how-often-should-managers-run-employee-engagement-surveys-in-a-hybrid-team)

### Why are weekly one-on-ones important for hybrid employee engagement?

Weekly one-on-ones give managers and employees time to discuss progress, priorities, challenges, and feedback. They reduce isolation for remote staff and help managers build trust and catch issues early.

[Direct link](https://theintelligencelibrary.com/lattice/driving-engagement-and-retention-in-the-hybrid-workplace/#why-are-weekly-one-on-ones-important-for-hybrid-employee-engagement)

### What does the ebook recommend for creating fair career development paths for hybrid employees?

It recommends making development available to all employees, basing promotions on merit and experience rather than location, and clearly communicating job levels, competencies, training, and growth expectations.

[Direct link](https://theintelligencelibrary.com/lattice/driving-engagement-and-retention-in-the-hybrid-workplace/#what-does-the-ebook-recommend-for-creating-fair-career-development-paths-for-hybrid-employees)

### How do engagement surveys, one-on-ones, and career pathing work together to reduce turnover?

Surveys surface broad sentiment, one-on-ones reveal individual issues, and career pathing shows employees a future at the company. Together, they help HR and managers act before disengagement turns into turnover.

[Direct link](https://theintelligencelibrary.com/lattice/driving-engagement-and-retention-in-the-hybrid-workplace/#how-do-engagement-surveys-one-on-ones-and-career-pathing-work-together-to-reduce-turnover)

### What are the risks of pushing a full return-to-office policy from a retention standpoint?

A hard return to fully on-site work can drive turnover. In the 2021 Gartner Hybrid Work Employee Survey, 39% of knowledge workers said they could leave if organizations insist on that model.

[Direct link](https://theintelligencelibrary.com/lattice/driving-engagement-and-retention-in-the-hybrid-workplace/#what-are-the-risks-of-pushing-a-full-return-to-office-policy-from-a-retention-standpoint)


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