With hybrid work arrangements on the rise, many business administrators are left wondering, “How are my remote workers doing?”

One way to find the answer is obvious: ask your employees targeted questions about their remote work, as this will give you the right kind of information to support them.

There’s one catch to this, though: once you ask these things, your employees will expect you to act on their feedback and suggestions.

So it’s important to ask the right questions — and to be prepared with solutions so you won’t be caught off-guard when the answers roll into your inbox.

This article outlines 10 hybrid work questions that’ll help you evaluate the effectiveness of your remote work arrangements and lay out a plan for making improvements.

Quick Summary

After transitioning to a hybrid work environment, asking your hybrid teams targeted questions is an effective way to assess how well your workforce is adapting to the change.

This article provides 10 key questions to assess your hybrid employees’ productivity and engagement. It also highlights the benefits of each question, the kinds of responses you can expect, and solutions for potential issues that may pop up.

Key Issues Employees Face While Working Remotely

Before jumping to the questions, let’s take a quick look at some common difficulties facing hybrid employees.

common struggles for hybrid workers diagram

Remote working challenges can be sorted into four areas that can cause employees undue stress when they aren’t addressed:

  • Feeling isolated: Working remotely can make it difficult for team members to stay up-to-date on the latest developments and maintain close relationships with their colleagues.
  • Technical challenges: A poor internet connection or outdated equipment at home can impede a remote employee’s productivity and lead to frustration.
  • Unclear expectations: Without face-to-face interactions, it’s easy for miscommunication to occur.
  • Lack of collaboration: When working remotely, effective collaboration suffers. It can be challenging for employees to collaborate, brainstorm solutions as a group, and be productive in virtual meetings.

Use the following hybrid work questions and suggested solutions outlined in the next section to help your workforce overcome these issues when working remotely and remain happy and productive.

10 Hybrid Work Questions to Ask Your Remote Employees

Each question is followed by the kinds of responses you can expect, plus suggestions for how to address potential issues.

#1 When working remotely, are you facing any specific challenges or obstacles that we should address to help improve your experience?

This general question demonstrates your company’s commitment to employee well-being and encourages open communication about barriers to productivity and engagement.

person making a checkbox

Expect responses like these:

  • “The boundaries between my work life and personal life are getting blurry.”
  • “I’m experiencing some isolation and lack of social interaction with colleagues.”
  • “I’m having technical issues or inadequate equipment, which hinders my productivity.”
  • “My work suffers from limited access to information and resources.”
  • “I’m having difficulty staying motivated and managing my time efficiently.”

These kinds of answers point to general organizational areas for improvement in remote employees’ hybrid workplace model. Specific solutions are outlined with the next nine questions.

#2 What strategies can we implement to facilitate effective communication and collaboration between remote and in-office team members?

This question paves the way for streamlining communication and collaboration, which positively impacts employee productivity.

Expect responses like these:

  • “I don’t know how to best connect with my hybrid team.”
  • “Provide better collaboration tools for those of us working remotely.”
  • “We need clear communication guidelines and expectations.”

Solutions to consider:

  1. Conduct regular manager check-ins with remote employees.
  2. Use video conferencing, instant messaging, and hybrid work software to keep workers connected.
  3. Use project management software and time management training for better performance in a hybrid work model.
  4. Organize regular virtual team-building activities to strengthen relationships.

#3 What are your observations about your productivity since shifting to a hybrid work schedule?

This question helps you gauge employee productivity challenges. 

checkbox illustration about hybrid work survey questions

Expect responses like these:

  • “I can’t quite tell the difference.”
  • “I’m way more productive.”
  • “I’m more productive at times but am also experiencing new kinds of distractions.”

Solutions to consider:

  1. Give employees clear guidelines for how to stay focused and limit distractions at home.
  2. Provide online scheduling and time management tools.

#4 How happy are you with your home office setup? Is there anything missing that we could help you with?

This question helps remote employees indicate problems with their home office setup.

Expect responses like these:

  • “My home computer is too slow.”
  • “I need an ergonomic desk chair.”
  • “I’m spending a lot of money on printer ink for company business.”

Solutions to consider:

  1. Provide guidelines for home office equipment and internet setup.
  2. Provide company-maintained equipment such as laptops and monitors. 
  3. Have a clear reimbursement policy or offer a fixed monthly stipend for home office expenses.

#5 How are you doing physically with working from home?

This question helps you deal proactively with potential physical challenges remote employees may be experiencing.

woman sitting in front of a laptop

Expect responses like these:

  • “I’m sitting too much and am gaining weight.”
  • “I don’t feel I can take a break when I need to.”
  • “What is our time-off policy for remote work?”

Solutions to consider:

  1. Have a clear policy for taking breaks during the work day.
  2. Offer an on-site HR review of remote workers’ home offices.
  3. Offer workers a free gym membership.

#6 Given the unique challenges of remote work, what resources or support can we provide to help you maintain your motivation and engagement?

This question allows employees to express their mental and emotional needs so the company can provide tailored resources and support.

Expect responses like these:

  • “I’m dealing with burnout caused by my hectic hybrid work schedule.”
  • “Set up virtual social events or online communities to make us feel more connected.”
  • “Offer mental health support services, such as counseling or mindfulness resources.”

two workers in a hybrid setup

Solutions to consider:

  1. Adopt an employee wellness program.
  2. Conduct virtual company-wide and team events.
  3. Regularly seek feedback from remote employees to address their specific needs and concerns.

#7 What steps can we take to create opportunities for you to establish or maintain relationships with your colleagues and feel connected to the company?

This question highlights the organization’s commitment to fostering a sense of belonging and camaraderie among its workforce. It’s important because ensuring employees feel like they’re invested in your workplace culture is also a part of boosting employee engagement.

hybrid employees engagement diagram

Expect responses like these:

  • “We need a virtual watercooler space.”
  • “Have more cross-functional projects that require collaboration between remote and in-office team members.”
  • “Provide better ways to participate in company-wide meetings or events.”

Solutions to consider:

  1. Conduct virtual team-building exercises and online games, coffee breaks, lunches, or happy hours.
  2. Offer regular project updates and incorporate employee spotlighting into meetings.
  3. Provide informal collaboration spaces in which remote employees can connect and engage with their colleagues.
  4. Use video conferencing tools for staff meetings.
  5. Use hybrid work software having collaboration-boosting features that enable employees to meet at the office for the moments that matter.

Such a tool, for example, is OfficeRnD Hybrid:

#8 How can we ensure that you have equal access to professional development opportunities and that your contributions are recognized and valued?

This question demonstrates a commitment to inclusivity and assures remote employees that they have equal opportunities for growth and advancement.

Expect responses like these:

  • “I’d like access to online training courses or professional development opportunities.”
  • “Include remote employees in career development discussions and succession planning.”
  • “We need a performance evaluation system that recognizes and rewards remote employees’ achievements and contributions.”

a person receiving an award

Solutions to consider:

  1. Offer employee access to online skill training courses and professional development opportunities.
  2. Provide financial support for professional certifications, conferences, or workshops.
  3. Provide virtual mentorship programs to connect employees with experienced professionals within the organization.
  4. Hold regular recognition or awards ceremonies.

#9 What initiatives can we implement to promote work-life balance and prevent burnout among employees?

This question emphasizes the company’s commitment to employee work-life balance and mental health.

Expect responses like these:

  • “I simply can’t keep up. I need help managing hybrid working.”
  • “I’m having trouble staying focused and meeting deadlines.”
  • “I would like help balancing work time and personal responsibilities.”
  • “What is our time-off policy for remote work?”

Solutions to consider:

  1. Incorporate company-wide project management and time management software.
  2. Offer flexible work arrangements, such as adjustable schedules and compressed work weeks.
  3. Offer manager training to recognize signs of burnout and support remote employees in managing their workloads.
  4. Offer wellness allowances or virtual fitness programs.

#10 What changes, if any, would you want to make in your hybrid work arrangement?

This question gives you a sense of overall improvements you could make in your hybrid work setting.

Four people sitting around a table with laptops

Expect responses like these:

  • “I like it just the way it is.”
  • “I’d like more (or less) time working from home.”

Solutions to consider:

  1. Adjust hybrid work arrangements to accommodate individual employees’ needs.
  2. Make company-wide improvements to your hybrid work arrangement.
  3. Adapt the right hybrid work policies

Improve Your Hybrid Workplace With OfficeRnD Hybrid

Addressing hybrid work issues can feel overwhelming at times, but the right hybrid work software can help you manage these challenges very effectively.

OfficeRnD Hybrid is a hybrid work management platform that enables teams and organizations to adapt and thrive in hybrid work models by streamlining when, where, and how people work together via seamless workplace experiences. 

And OfficeRnD Hybrid Surveys can help you quickly and easily create a survey to evaluate the health of your workforce. Click here to get started for free with OfficeRnD Hybrid or book a live demo with one of our workplace experts.


What Are the Four Cs of Hybrid Working?

They are four critical skill sets, called the “Four Cs,” that employees need for successful remote work. These are Communication, Collaboration, Concentration, and Contemplation.

What Are the Common Challenges of Hybrid Work?

Common challenges include maintaining effective communication and collaboration across remote and in-person teams, establishing clear work boundaries, maintaining team cohesion, and managing technology to keep on-site and virtual employees connected and integrated.

These challenges can be overcome with the right technology and employee-friendly policies.

What are the 5 Cs of a hybrid workplace?

The 5 Cs for a successful hybrid workplace are connection, collaboration, communication, consistency, and community. These 5 C’s were developed by leadership coaches to help organizations and teams build stronger and more effective corporate cultures in times of uncertainty.

Miro Miroslavov
CEO and Co-founder of OfficeRnD
Miro Miroslavov is a software engineer turned into a tech entrepreneur. In 2015 he co-founded OfficeRnD - a leading flex space and hybrid work management platform. As a CEO at OfficeRnD, he grew the company from inception to a leading software vendor that serves thousands of customers worldwide. He is a big fan of flexible working and is on a mission to "Making Flexible Working the Way of Working".