Lynn Sembor, an office manager with extensive experience in both public and private sectors, is dedicated to creating seamless work experiences for teams, whether in-office or remote. Based in West Haven, Connecticut, Lynn has worked in a variety of settings, from insurance underwriting to education administration, and has seen firsthand the challenges and opportunities that arise from hybrid work environments.

Hybrid work has become the norm for many organizations, but the technology required to make it functional is only one piece of the puzzle. While tools like video conferencing and collaborative software are critical, Lynn emphasizes that creating a sense of belonging and maintaining a strong company culture are just as important for successful hybrid teams.

“I’ve always believed that the human element is the foundation of any successful team,” says Lynn. “Technology can make things easier, but it’s the people and how they work together that make the biggest difference.”

One of Lynn’s key insights is the importance of ensuring that remote and in-office employees feel equally valued. In a hybrid work environment, it’s easy for remote employees to feel disconnected from their colleagues or left out of important conversations. To combat this, Lynn suggests fostering an inclusive atmosphere where everyone, regardless of location, has equal access to information, resources, and opportunities.

Creating an equitable environment starts with communication. Lynn stresses that clear and consistent communication is essential for bridging the gap between in-office and remote workers. “It’s about making sure that everyone has the same information at the same time,” she explains. “Whether you’re sitting next to someone in the office or working from home, everyone should have the same access to what’s going on within the organization.”

Lynn recommends establishing regular check-ins and open channels of communication where team members can discuss challenges and successes. This can include daily or weekly meetings, email updates, or shared project management tools. By doing so, everyone stays informed and engaged, which is key to building a cohesive team.

Moreover, Lynn believes that fostering a sense of belonging among hybrid teams requires more than just communication. “Belonging is about making people feel like they are part of something bigger than just their own tasks,” she says. “It’s about creating connections and shared experiences, even when people are physically apart.”

One strategy Lynn uses to foster belonging is by encouraging social interactions, both in-person and virtual. This can include casual virtual coffee chats or organizing team-building activities that don’t necessarily involve work tasks. These activities allow team members to build relationships outside of their job roles and help create a sense of community.

In her own experience, Lynn has seen the positive impact of these efforts. “I’ve had employees tell me that they feel more connected to their team even though they aren’t physically in the office. When you create opportunities for people to interact on a personal level, it makes all the difference in terms of how they engage with their work and with each other,” she says.

At the same time, Lynn understands that remote work can sometimes create a sense of isolation. To combat this, she suggests that companies offer opportunities for remote employees to come together in person when possible. These in-person gatherings can help strengthen relationships and deepen the connections that were formed virtually.

But creating a sense of belonging isn’t just about social interaction—it’s also about recognizing the unique challenges remote employees face. “It’s important to be mindful of the fact that not everyone has the same home office setup,” Lynn explains. “Some people may have more distractions, less space, or fewer resources than their colleagues in the office.”

To address these disparities, Lynn recommends providing remote workers with the necessary tools to be successful. This could mean offering stipends for home office equipment, ensuring that all employees have access to high-speed internet, or providing mental health resources to help employees manage the stress of balancing work and personal life in a hybrid environment.

Building a cohesive culture across dispersed teams also requires a shared vision and clear goals. Lynn believes that when everyone is aligned with the company’s mission, even remote workers can feel connected to the organization’s broader purpose. “When you have a clear vision and everyone knows how they fit into that picture, it helps people stay focused and motivated, no matter where they are,” she says.

Lynn suggests that leaders play a crucial role in shaping a cohesive culture by setting expectations and leading by example. “Leaders should be transparent about their own work and challenges,” she advises. “This helps create a culture of trust and openness, which is especially important when teams are working remotely.”

Another aspect of culture building is ensuring that all team members have equal opportunities for growth and development. In hybrid work environments, it’s easy for remote employees to feel like they are missing out on promotions or career advancement opportunities. Lynn emphasizes that providing equitable opportunities for professional development is essential to keeping remote employees engaged and motivated.

This can be achieved by offering mentorship programs, ensuring that remote employees are included in training and development sessions, and regularly providing feedback on performance. “People need to feel like they have a path for growth within the company, whether they’re working remotely or in the office,” Lynn explains.

For Lynn, the most important thing is to create a work environment where employees feel heard, supported, and valued. “At the end of the day, work is about people,” she says. “When you focus on creating a positive, inclusive, and supportive culture, it doesn’t matter whether your team is in the office or working remotely. They will thrive, and the company will succeed.”

Lynn also highlights the importance of flexibility. “Hybrid work is not one-size-fits-all. Each employee has different needs and circumstances, so it’s important to be flexible in how you approach hybrid work,” she says. By being adaptable, leaders can create a work environment that works for everyone, fostering both productivity and well-being.

As the workforce continues to evolve, Lynn believes that the human elements of hybrid work will become even more critical. While technology will continue to play a role, it’s the people—their connections, sense of belonging, and growth opportunities—that will ultimately determine the success of hybrid teams. “The best hybrid work environments are those that focus on both the human and technological aspects of work,” Lynn concludes. “When you strike the right balance, you create a team that feels connected, motivated, and ready to tackle any challenge.”

In summary, fostering a strong, cohesive culture in hybrid teams requires a focus on communication, belonging, equity, and leadership. By creating an inclusive, flexible environment where all employees feel supported and connected, companies can ensure that both in-office and remote teams thrive. Lynn Sembor’s insights demonstrate that hybrid work success goes beyond the technology—it’s about the people.