What can a hybrid team actually do together when some employees are in the office and others are working remotely?

Try a top-rated interactive virtual experience, a collaborative workshop, or another activity designed for people participating from different locations. The key is to choose activities that give everyone a meaningful way to participate, rather than treating remote employees as an audience for an in-person event.

That matters for a growing share of today’s workforce: according to Gallup, 52% of U.S. employees with remote-capable jobs work in a hybrid arrangement, while 26% work exclusively remotely and 22% work on-site.

So, how do you build a strong team when everyone isn’t working in the same place? You start by understanding the specific challenges of hybrid work, then build intentional systems for collaboration, connection, and inclusion.

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What Are the Best Hybrid Team Building Activities?

Start with activities that work equally well for people at home and in the office.

Here are 15 of our favorite hybrid team building ideas:

1. Virtual field trips to museums, historic sites, food destinations, or other interesting places
2. Team trivia with questions about pop culture, history, food, travel, or your company’s own culture
3. Virtual cooking or food experiences
4. Collaborative workshops focused on creativity or skill building
5. Cultural learning experiences that introduce employees to different traditions and communities
6. Online scavenger hunts
7. Virtual escape rooms
8. Employee-led interest sessions where team members teach one another something they enjoy
9. Remote-friendly volunteer projects
10. Virtual coffee chats with rotating partners
11. Hybrid celebrations for milestones, anniversaries, or accomplishments
12. Team storytelling activities that help employees get to know one another
13. Collaborative games that don’t require specialized knowledge
14. Hybrid professional development sessions
15. In-person team gatherings with a participatory virtual option when some employees cannot attend

The important part making sure events are designed so that everyone on your team has a genuine opportunity to participate.

That’s where Unexpected Virtual Tours & Training can help. Our interactive experiences are designed for hybrid teams, giving employees in different locations equal chances to participate, connect, and have fun together, no matter where they’re joining from. Join us to see why we have a 5-star Google rating with over 3,500 reviews!

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Which Hybrid Team Building Activities Work Best for Different Goals?

Not every team building activity solves the same problem.

If your team needs to build relationships, choose an activity that’s more social. Or, if your team members need to practice communication, choose an experience that encourages everyone to problem-solve together. If your goal is cultural learning, choose an experience that introduces a topic or perspective your team may not encounter every day.

Your goal	Activities to consider	What they can help with
Help new employees connect	Engaging virtual tours, trivia, virtual coffee chats	Relationship building
Improve collaboration	Creative workshops, collaborative games, escape rooms	Communication and teamwork
Encourage conversation	Food experiences, virtual field trips	Informal connection and learning
Build cultural awareness	Expert-led cultural learning experiences and virtual tours	Learning and perspective
Celebrate your team	Hybrid celebrations, games, shared experiences	Morale and connection
Break up meeting-heavy days	Short games and fun interactive experiences	Energy and engagement
Connect distributed teams	Virtual field trips, team challenges	Shared experiences

For hybrid teams, accessibility should be part of the planning process from the beginning, rather than an afterthought.

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What Is a Hybrid Workplace?

A hybrid workplace combines remote and in-office work. Employees may work from home on certain days, come into the office on others, or have different arrangements based on their roles.

There isn’t one universal hybrid schedule. For instance, your team might have a:

Hybrid work model	What it looks like
Set schedule	Everyone works remotely and in-office on predetermined days
Team-based schedule	Individual teams decide which days they work together
Flexible schedule	Employees choose when to work remotely within company guidelines
Role-based schedule	Work location depends on the employee’s responsibilities
Mostly remote	Employees work remotely most of the time with occasional office days or gatherings

Which model is right for your organization depends on the work itself, employee needs, collaboration requirements, and company policies. Some roles may benefit from regular in-person collaboration, while others can be performed effectively with more flexibility. Your company may also use different approaches across teams or departments based on the nature of the work and the needs of your employees.

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Why Does Hybrid Work Need More Intentional Team Building?

When employees share an office, connection happens naturally. Someone stops by a colleague’s desk. A group of coworkers grabs lunch together. Employees chat in the conference room before a meeting starts. A new hire overhears a conversation and learns something about the organization.

Remote employees don’t automatically have access to those moments. That doesn’t mean remote employees can’t feel connected, but they do need intentional ways to create relationships and shared experiences. This is where hybrid team building activities can help.

The best activities for hybrid employees create opportunities for employees to learn about one another, collaborate outside their usual roles, and participate in something meaningful as a group.

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What Are the Biggest Challenges of Hybrid Work?

Hybrid work can offer flexibility and support work-life balance, but it can also create challenges.

Some of the most common issues with hybrid work include:

• Fragmented communication
• Remote employees missing informal conversations
• Difficulty coordinating across locations and time zones
• Unequal access to information
• Reduced opportunities for spontaneous collaboration
• Proximity bias, where being physically present creates more visibility
• Blurred boundaries between work and home
• Different employee experiences based on work location

The solution isn’t necessarily to bring everyone back to the office. Instead, ask: What does our team need to do differently because we aren’t always in the same place?

Watch the short video below for more guidance on how to navigate challenges and difficult conversations with hybrid teams.

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How Can We Make Communication Easier for a Hybrid Team?

Start by deciding which communication belongs in which channel.

Communication type	Possible approach
Urgent questions	Chat or instant messaging app
Project updates	Project management platform
Important decisions	Video meeting + shared documentation
Brainstorming	Video meeting + collaborative digital workspace
Team announcements	Consistent company-wide channel or intranet
Personal connection	Informal chats and optional social activities

The goal is to reduce the amount of important information that exists only in someone’s head, inbox, or office conversation. This is especially important for remote employees. For instance, if a significant decision is made during an informal hallway conversation, someone working remotely may never hear about it.

A simple rule can help: If information matters to the team, document and share it.

Managers should also avoid assuming that employees who are physically present are automatically more engaged or productive. Harvard Business Review notes that proximity bias can lead managers to favor employees who work physically closer to them, potentially creating unfair challenges for remote and hybrid team members.

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How Can We Make Hybrid Meetings More Inclusive?

A hybrid meeting should not just become an in-person meeting with a laptop sitting at the end of the conference table. If some participants are remote, aim to design your meetings so they can participate fully.

Tips to include remote workers:

• Give everyone access to the same agenda and materials in advance
• Use one shared digital workspace
• Make sure remote participants can hear and see clearly
• Ask for input from remote participants rather than waiting for them to interrupt
• Record or document important information when appropriate
• Avoid side conversations that exclude people joining remotely
• Send notes that include decisions made and action items afterward

The goal is to make sure that location doesn’t determine who gets to participate. A little intentional planning can help remote and in-person employees feel like they’re part of the same conversation.

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How Can Managers Help Hybrid Employees Feel Connected?

Managers play a major role in making hybrid work function well and helping team members feel connected across locations and time zones.

We encourage managers of hybrid and remote teams to:

• Establish clear communication norms
• Share expectations about employee availability and work schedules
• Focus on outcomes rather than physical presence
• Schedule regular one-on-one conversations
• Make informal information available to remote employees
• Give employees opportunities to collaborate across locations
• Check whether employees have access to the tools and information they need
• Ask employees what is and isn’t working
• Watch for signs that employees are feeling isolated or disconnected

Gallup’s hybrid work research also notes that employees whose teams decide their hybrid policies together are more likely to view those policies as fair and as having a positive impact on collaboration than employees whose policies are determined by employers or leadership.

That doesn’t mean every decision needs to be democratic. It does mean employees should have a chance to provide input and be heard before policies that affect their day-to-day work are put in place.

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How Can We Prevent Remote Employees From Missing Opportunities?

One of the trickiest hybrid-work challenges is visibility. That’s because an employee who is physically present may have more opportunities to rub shoulders with leadership, share their ideas, and participate in informal networking.

This doesn’t necessarily mean anyone is intentionally excluding remote employees; it can simply happen because proximity creates more opportunities for interaction.

To reduce that problem, your organization can:

• Implement clear, consistent promotion and recognition criteria
• Share important opportunities with the entire team
• Include remote employees in relevant meetings and conversations
• Create intentional networking opportunities for all employees
• Evaluate employees based on their work and results, rather than their office presence

Ask yourself: If an employee never walked into the office, would they still know about the same opportunities?

If the answer is no, there may be a process that needs attention.

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What Role Does Technology Play in Hybrid Team Building?

Technology can help bridge the physical distance between employees, but the tool itself isn’t the solution.

Video platforms such as Zoom and Microsoft Teams can bring people together. Project-management platforms can keep work organized. Collaborative tools can allow employees to brainstorm, answer questions, and contribute in real time.

AI tools can also assist with tasks such as meeting summaries, translation, accessibility, and information organization. However, organizations should maintain human oversight, particularly when AI is being used to make decisions that affect employees.

Ask this question	If the answer is “no”
Can remote employees participate fully?	Reconsider the meeting or activity format
Is important information documented?	Establish a shared documentation process
Can employees access the same resources?	Review permissions and tools
Can employees contribute asynchronously?	Add an appropriate feedback channel
Are AI tools being reviewed by people?	Add human oversight
Does the technology make work easier?	Eliminate unnecessary tools

More technology isn’t automatically better; the goal is to make collaboration easier, not create another dozen notifications for employees to manage.

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How Can We Build a More Welcoming Hybrid Workplace?

A welcoming workplace is one where employees can participate, understand expectations, access information, and build relationships regardless of where they work. Generally speaking, that requires more than a policy.

Consider the employee experience from several perspectives:

• A new employee: Can I figure out how things work?
• A remote employee: Does my company create opportunities for connection without me being physically present?
• An employee with caregiving responsibilities: Are expectations clear enough for me to manage my schedule?
• Employees with accessibility needs: Can I use the same tools and participate in the same activities?
• An employee from a different cultural background: Do workplace norms leave room for different perspectives and experiences?

These questions can reveal gaps that aren’t obvious from a manager’s perspective.

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How Can We Measure If Our Hybrid Team Is Working Well?

Don’t measure hybrid work solely by how many days employees spend in the office. Instead, look at outcomes and employee experience.

Useful metrics may include:

• Employee participation in team activities
• Retention rates
• Feedback received via anonymous surveys
• Access to professional development opportunities
• Employee satisfaction scores
• Manager and employee feedback about workload and expectations

Ask employees specific questions, such as:

• Do you have the information you need to do your job?
• Do you feel connected to your team?
• Do you have opportunities to collaborate with coworkers?
• Can you participate in important conversations?
• Do you understand how your work is evaluated?
• What is one thing that would make hybrid work easier?

Then, most importantly, do something with the answers. Feedback that disappears into a survey can make employees less likely to participate in future surveys.

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What Should Our Hybrid Work Policy Include?

A hybrid work policy should explain how your organization handles work location, communication, collaboration, scheduling, and expectations.

At minimum, consider addressing:

• Which roles are eligible for hybrid work
• How work schedules are determined
• Expectations for office attendance & core collaboration hours
• Communication channels
• Availability and response times
• Equipment and technology
• Performance expectations
• Time-off procedures
• Accessibility needs
• How employees can request changes to their arrangements
• How the policy will be reviewed

Avoid creating a policy so rigid that your team cannot adapt it to the work they actually do.

Remember, hybrid work is not one-size-fits-all. The most effective arrangement may look different for a sales team, a creative team, a customer-service team, and a department that needs regular hands-on collaboration.

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What Should We Ask Before Planning a Hybrid Team Building Event?

Before booking an activity, ask a few practical questions:

• Where will employees participate? Are they at home, in offices, in multiple cities, or some combination?
• Does everyone have the same technology? Don’t assume every employee has the same camera, microphone, internet connection, or workspace.
• Does the activity require physical presence? If it does, consider whether there is an equivalent way for remote employees to participate.
• Is the activity accessible? Consider mobility, hearing, vision, neurodiversity, language, and other participation needs.
• What is the purpose? Are you trying to help employees get to know one another, celebrate a milestone, learn something new, or practice collaboration?
• Will employees actually want to participate? A team building event should feel like an opportunity, not another mandatory meeting.

Looking for a hybrid team-building activity that works for employees in different locations? Unexpected Virtual Tours & Training offers interactive virtual experiences designed to give everyone a genuine opportunity to participate, connect, and have fun. Explore our top-rated virtual team-building experiences and find one that fits your team.

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Frequently Asked Questions About Hybrid Work and Team Building

What is the biggest challenge of hybrid work?

Communication and connection are two of the biggest challenges. Employees who work in different locations can miss informal conversations, important updates, and opportunities to build relationships unless teams create intentional systems for sharing information and connecting.

How can we build team culture in a hybrid workplace?

Create consistent communication practices, document important information, provide opportunities for informal connection, and schedule team activities that include remote and in-office employees. Remember that team culture is built through repeated employee experiences, not just office attendance.

What are the best team building activities for hybrid teams?

Virtual field trips, trivia, interactive workshops, food experiences, collaborative games, cultural learning experiences, and virtual scavenger hunts can all work well. The best choice depends on your team’s goals, size, schedule, and interests.

Unexpected Virtual Tours & Training offers interactive virtual experiences designed for remote and hybrid teams, with activities that give employees joining from different locations a fun and meaningful way to connect.

How do you make a hybrid team building activity inclusive?

Design the activity for remote and in-office participants from the beginning. Make sure everyone has access to the same information, technology, materials, and opportunities to participate. Avoid creating an experience where remote employees are simply watching an in-person group.

You can also book an expert-led session with a company like Unexpected Virtual Tours & Training that specializes in offering these experiences.

How can hybrid teams improve communication?

Establish clear communication norms and decide which information belongs in chat, email, meetings, project-management platforms, or shared documentation. Remember, important decisions should not live exclusively in informal office conversations.

How do you prevent proximity bias in hybrid workplaces?

Use clear performance criteria, document opportunities and decisions, make recognition visible across the organization, and avoid treating physical presence as a substitute for performance. Managers should make sure remote and hybrid employees have access to the same relevant opportunities and information.

How often should hybrid teams have team building activities?

There is no universal schedule. Some teams may benefit from short monthly activities, while others may prefer quarterly experiences combined with informal connection throughout the year. The right frequency depends on the team and whether employees find the activities useful.

To facilitate ongoing connection, consider a team building subscription that allows you to bundle multiple activities throughout the year while making the most of your budget.

What makes a hybrid meeting successful?

A successful hybrid meeting gives remote and in-office employees comparable opportunities to hear information, contribute ideas, ask questions, and participate in decisions. Shared agendas, good audio and video, digital collaboration tools, and clear follow-up can help.

Can AI improve hybrid work?

Yes, AI can assist with tasks such as meeting summaries, translation, accessibility, and information organization. However, organizations should use human oversight and review AI-generated information, particularly when AI is involved in decisions affecting employees.

How do you know whether your hybrid workplace is working?

Look beyond office attendance. For example: review employee feedback, engagement, retention, collaboration, communication, participation, access to opportunities, and satisfaction with hybrid policies. Comparing feedback across teams and work arrangements can also reveal problems that aren’t obvious at the leadership level.

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How Can Unexpected Virtual Tours & Training Help Hybrid Teams Connect?

Your hybrid team doesn’t need another hour-long video meeting.

Unexpected Virtual Tours & Training creates interactive experiences that give distributed teams something to experience together. Programs can include virtual field trips, team trivia, cultural learning, and other activities designed to encourage conversation and connection.

These experiences can work especially well for teams that:

• Work across multiple locations
• Have employees who rarely meet in person
• Want a break from traditional meetings
• Need an activity for a company celebration
• Want to combine team building with learning
• Are looking for a remote-friendly group experience

The goal is simple: give coworkers a reason to talk, laugh, learn, and make a shared memory, even when they aren’t sitting in the same room.

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Hybrid Work Challenges: A Quick Recap

• Hybrid work is established in 2026. Among U.S. employees with remote-capable jobs, 52% work hybrid, 26% work fully remotely, and 22% work on-site.
• Hybrid work requires intentional communication. Important information shouldn’t depend on being physically present in the office.
• Team building still matters. Remote and hybrid employees need opportunities to build relationships and shared experiences.
• Design activities for everyone. Remote employees shouldn’t be treated as spectators at in-person events.
• Managers have an important role. Clear expectations, regular communication, and fair access to information can make hybrid work easier.
• Technology should solve problems, not create them. Choose tools based on what your team actually needs.
• AI can help, but human oversight matters. Use AI thoughtfully for communication, accessibility, and administrative tasks.
• Measure the employee experience. Look at engagement, collaboration, communication, retention, and feedback instead of focusing only on office attendance.
• Ask employees what is working. Then, use their feedback to make practical changes.
• Make connection part of the work culture. A strong hybrid team doesn’t happen by accident.

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What Kind of Hybrid Team Experience Are You Planning?

The right activity depends on your team. Are you welcoming new employees? Planning a company celebration? Looking for a way to reconnect a distributed team? Or simply trying to give everyone a break from another day of back-to-back meetings?

Unexpected Virtual Tours & Training can help you create an interactive experience that works for your hybrid team, wherever employees are working. Fill out the short form below, and a member of our team will be in touch to help and share no-pressure details!