Leading and influencing stakeholders in a hybrid or remote work environment presents unique challenges. Without natural opportunities for in-person interactions, building trust, fostering collaboration, and ensuring inclusivity requires a more intentional approach. However, when leaders take visible and consistent actions, relationships become more meaningful, and workplaces become more equitable.

Inspired by the research in Make Work Fair by Iris Bohnet and Siri Chilazi from Harvard Kennedy School, this blog explores data-driven strategies to help leaders effectively influence and create fair workplaces in hybrid and remote teams.

1. Build Psychological Safety with Intentional Communication

Studies show that high-performing remote teams prioritize psychological safety—the belief that team members can take risks, express ideas, and admit mistakes without fear of judgment. A study by Google’s Project Aristotle found that psychological safety was the number one predictor of team success. 

rework.withgoogle.com

In their book Make Work Fair, Iris Bohnet and Siri Chilazi emphasize the importance of embedding fairness into workplace practices to enhance psychological safety. They provide actionable solutions that build fairness into the fabric of the workplace, helping teams to make better decisions and fostering an environment where employees feel safe to express themselves. 

makeworkfair.com

How to implement this:

• Actively listen and acknowledge contributions from all team members.

• Use structured check-ins (e.g., weekly one-on-one meetings) to foster open conversations.

• Encourage anonymous feedback channels to surface hidden challenges.

2. Leverage Data to Reduce Bias in Decision-Making

Remote and hybrid work environments can unintentionally reinforce biases if left unchecked. Recent analyses indicate that remote employees are promoted 31% less frequently than their in-office counterparts.

How to implement this:

• Standardize performance evaluations to ensure fairness.
• Use data-driven insights to track and analyze engagement, workload distribution, and promotions.
• Advocate for equal access to leadership visibility, ensuring remote employees receive the same mentoring and sponsorship opportunities.

3. Foster an Inclusive Hybrid Culture with Visible Actions

Inclusion doesn’t happen by chance—it requires intentional effort. Research from McKinsey & Company indicates that companies with diverse leadership teams are 35% more likely to outperform their peers. However, in remote settings, visibility and inclusion gaps can widen.

How to implement this:

• Rotate meeting times to accommodate different time zones and personal needs.
• Ensure all voices are heard by using round-robin speaking structures in meetings.
• Recognize and celebrate contributions from remote team members to maintain morale and engagement.

4. Develop Strong Virtual Influence Through Trust-Building

Influence is built on trust, and in a remote setting, trust is built through consistency and transparency. A Forbes article highlights that a lack of trust can lead to disengagement among employees, reduced motivation, and lower overall morale, ultimately affecting productivity.

How to implement this:

• Be transparent about decision-making processes and communicate clearly.
• Follow through on commitments and acknowledge when plans change.
• Invest in relationship-building beyond work tasks—virtual coffee chats and casual check-ins can strengthen trust.

5. Champion Allyship to Promote Fairness

Leaders have the power to create allyship in the workplace, ensuring fairness across gender, race, and job levels. According to Diversity for Social Impact, companies with diverse allyship initiatives have 21% higher employee engagement levels than those that do not.

How to implement this:

• Advocate for policies that promote flexible work without stigma.
• Actively mentor and sponsor underrepresented employees.
• Call out microaggressions and biases in virtual spaces to create a safer environment for all.

Lead with Purpose and Action

Remote and hybrid work environments require leaders to be intentional, data-driven, and inclusive in their approach. By taking small but consistent actions, you can influence stakeholders, build trust, and create an equitable workplace for all.

Are you ready to lead with impact in a hybrid world? As a leadership coach, I help professionals develop practical strategies to influence stakeholders, foster inclusion, and drive meaningful change. Book a free consultation today (pls add Calendly link) and take the next step in your leadership journey!