Redefining the Workplace: Why Hybrid is More Than Just a Trend

One thing is for sure: how some organizations worked before isn’t exactly the same as how they work now. With how the world shifted in 2020, the way professionals think about work changed with it. 

Related: Hybrid Work Success: Tips for a Smooth and Productive Setup 

Suddenly, being physically present in the office daily is no longer a standard and for many, it’s no longer the goal. In fact, a recent Gallup study found that 94% of remote-capable employees now prefer either a hybrid or fully remote setup, with only 6% wanting to return to the office full-time—a shift that clearly reflects changing workforce expectation 

What used to be the default setup — full of desktop computers, fixed hours, and face-to-face meetings — evolved into remote work, flexible schedules, hybrid setup, and virtual collaboration. 

And as an outsourcing company specializing in finance and accounting, supporting clients across the globe, the shift to a hybrid work setup was more than just a logistical adjustment, we had to find ways and propose a practical solution that works for our client and people. 

The setup that works for D&V Philippines 

The answer, we found, wasn’t just remote work. It was a hybrid setup that gave us the structure we needed with the flexibility our people deserve.  

To give you a definition, hybrid work set up is a working model that allows employees to work either remotely or at the office, depending on the agreement with the employers. 

More than that, this work arrangement opened doors to better collaboration, stronger accountability, and a deeper connection to our work — no matter where we are located. 

What hybrid work looks like at D&V Philippines?

While we support hybrid work, we also make sure that we have proactive measures and policies in place to keep the quality of our service delivery consistent. Below are some of the things we do: 

Read: Understanding the Work-from-Home Policy in the Philippines  

1. Staying Active during Working Hours 

To maintain the quality of our services, we implemented strict policies on staying online during working hours. Whether the team is working from home or onsite, everyone is expected to be online, responsive, and fully engaged during their shift. 

This level of presence in a hybrid setup isn’t about micromanaging, but it's about giving the team a sense of responsibility and dependability, making sure that the people we serve feel supported and valued every step of the way. 

2. Regular Performance Check-Ins 

To maintain the consistency of our services, we encourage every team leader to conduct regular check-ins. These aren’t just about asking, “How’s the task going?” It’s more intentional than that.

These sessions are designed to ensure that everyone is aligned — not just on deadlines, but on expectations, challenges, and opportunities for support. It’s a space where team members can raise issues early on, seek clarity, and receive feedback that’s both constructive and actionable.  

3. Clear Documentation and SOPs 

Our clear documentation and solid standard operating procedures (SOPs) are some of the main reasons why we thrive in a hybrid work setup. When your team isn’t always in the same room, you can’t rely on hallway conversations or quick desk-side explanations.

That’s why we make sure that all processes are properly documented, made available to authorized team members and regularly updated for team reference.  Whether it's onboarding a new client, submitting a report, or handling a client’s concern, there's a step-by-step guide for it. 

This doesn’t just help our current team. But it also helps newly onboarded team members understand how things work and what’s expected. It is part of our commitment to efficiency and clarity — both for our team and for the clients we serve. 

Challenges of Hybrid Work and How to Address Them 

To tell you realistically, a hybrid work set up isn’t as perfect as it sounds. It comes with its own set of challenges, and as leaders, we’ve had to face them head-on. 

Here are some of the common roadblocks we’ve encountered, and how we manage them at D&V Philippines: 

a. Unclear structure 

Of course, it’s understandable that at the height of the pandemic, things were a little bit all over the place, especially when the organization suddenly shifted to a remote setup. In those early days, many of us were figuring things out as we went, which made communication and task delegation confusing at times. 

As time went on and restrictions began to ease, it became clear that a fully remote setup wasn’t always the most sustainable long-term solution. While it offered flexibility, it also exposed gaps in collaboration, team cohesion, and employee engagement.  

That’s when the idea of a hybrid model began to take shape—one that could blend the autonomy of remote work with the structure and connection of in-person interaction. 

However, as the dust started to settle, we knew we had to build a stronger foundation to make hybrid work more manageable. That meant establishing a clearer structure across teams—who’s doing what, how updates are shared, and when outputs are expected. 

b. Communication barriers 

Being physically apart made even simple conversations feel harder to initiate. In the office, you could just tap someone on the shoulder or clarify things on the spot, but that kind of spontaneity doesn’t always happen in a remote setting wherein some messages were missed, and misinterpretations became more common. 

To address this, we became more intentional about how and when we communicate. We established clearer lines of communication and made sure expectations were shared upfront. On top of this, regular check-ins also helped a lot not just to talk about deliverables, but to reconnect as a team. 

c. Team disconnect and isolation 

In all honesty, working from home can feel isolating at times. When you don’t see your teammates often, it’s easy to feel out of the loop or disconnected. That sense of disconnect, if left unaddressed, can affect collaboration. 

This is why within my team, we launched Tik-Talk (The Inspirational, Knowledge-Talk) a safe, anonymous space via Microsoft Forms that allows team members to share about their personal struggles, emotional concerns, or questions anonymously.  

This initiative goes beyond work, it's a way to prioritize well-being and create a safe space where people feel heard and supported, even if we’re not in the same room. 

d. Lack of team cohesion 

We also saw how difficult it was to maintain culture and team spirit when everyone’s behind a screen. This is why within my team, we also started Quarterly ChitChat, a face-to-face get-together held every quarter where we stay engaged, connected, and keep the culture alive.  

Unlike our usual meetings, this one is all about bonding through activities, games, and, of course, food. It’s our way of reconnecting beyond work and reminding ourselves that we’re more than just our roles—we’re a team. 

e. Mental and emotional well-being

On top of that, sharing daily motivational quotes and Bible verses has become a simple yet powerful part of our routine. It may seem small, but this daily practice helps our team stay mentally, emotionally, and spiritually grounded, especially during tougher days. 

Beyond our team's efforts, the company also provides support through wellness programs. For instance, we have free weekly mental health consultations with our in-house psychiatrist—an initiative that offers employees a safe, professional space to process their thoughts and emotions.  

We also celebrate an annual wellness week, a weeklong event filled with activities and workshops that promote physical, emotional, and mental well-being among our people. 

These ongoing efforts from both our team and the wider organization reflect a shared commitment to prioritizing personal well-being within our workplace. 

How We Lead in a Hybrid Setup

Leading a hybrid team takes more than managing deadlines — it’s about being intentional about how you show up for your people. When your team isn’t always in one place, leadership requires more than just the usual. 

In my experience as a leader, it takes clarity, consistency, trust, and proactive communication to make the hybrid work set up work for our team – ensuring that we not only stay productive but connected with one another as well.  

 
Here are some of the things we did to make the hybrid set up work for us:  

1. Set clear expectations 

From the start, we communicate to new team members how our hybrid setup works, including our communication and collaboration processes, to set their expectations. Giving them a solid overview from day one helps build confidence and alignment early on. 

We also make sure that goals, roles, and responsibilities are well-defined, so there’s no confusion down the line. This clarity is especially essential in a setup where face-to-face check-ins are limited. 

2. Foster trust and accountability 

Trust is everything in a hybrid team. When you don’t see your team every day, you have to believe they’re doing the work. Let them know that you support them, guide them, and recognize their efforts. 

For us, it starts with giving people the space to own their tasks. We don’t micromanage. Instead, we focus on outcomes and check in regularly to make sure they have what they need.  

This balance of autonomy and support creates an environment where people feel empowered to deliver their best. And realistically speaking, trust isn’t built overnight. Instead, it’s something we nurture consistently. 

3. Support learning and development 

That said, trust goes hand in hand with growth. Once people feel secure in their roles, the next step is making sure they have opportunities to keep learning. 

We make it a point to support our team’s growth whether through upskilling programs, access to learning platforms, or mentorship from more experienced colleagues. We do this because when people feel they’re learning and growing, they’re more likely to stay motivated and stay with the team for the long haul. 

4. Build team connection intentionally 

Lastly, as I mentioned above, working in a hybrid setup means we’re not always in the same physical space — and that makes building genuine connections even more important. That’s why within my team, we’re intentional about keeping our culture alive. We do this by organizing different activities that help us stay connected beyond work. 

Beyond our team internal initiatives, the company also supports employee engagement through organization-wide programs led by our Corporate Services Departments. These include our annual summer activity, the D&V Applause where we recognize our employee and our highly anticipated year-end party. 

We also have internal marketing efforts and virtual campaigns that give employees more ways to engage, participate, and feel connected—even from a distance. 

Read Next: 5 Reasons Why Young Professionals Want Work-Life Balance 

Helping Young Professionals Grow 

When you’re leading a hybrid team, one of the things you really have to pay attention to is your younger or newer team members.  

This is especially true for those who are just starting out in their careers like Generation Z’s or Gen Z since it's easy for them to feel unsure or disconnected when they don’t physically see the team every day. 

At D&V Philippines, we make sure they feel guided, supported, and seen. Below are some of the things we intentionally do to help them grow and succeed in a hybrid setup: 

a. It starts with a clear and structured onboarding 

From the very beginning, we provide a clear and structured onboarding process. This includes: 

• A company-wide orientation to help them get familiar with who we are and what we stand for 
  
• A more focused internal onboarding within the team, where we walk them through:
  

• • Their job responsibilities 

• • Our hybrid work policies 

• • Performance expectations and how evaluations work  

• • What to expect with client onboarding 

• • Company policies and permanency guidelines 

This way, they’re not left guessing. They know what’s expected and who to turn to when questions come up. 

b. A buddy they count on 

Every new hire gets paired with a buddy who they can reach out to during their first few months. It’s a small gesture, but it makes a big difference as it will help them ease into the role, giving them a sense of belongingness from the start and making the whole experience less overwhelming. 

c. Ongoing support and check-ins 

As mentioned above, learning doesn't stop after onboarding. This is why we also provide continuous support: 

• Regular 1:1 check-in 

• Mentorship and coaching 

• Performance reviews and feedback sessions 

• Learning and development opportunities through our training sessions. 

These touchpoints help us see how they’re doing, not just in terms of output, but also how they’re growing in their role. And when we notice areas where they might be struggling — whether it’s a skill they’re still building, or a confidence issue — we make it a point to support them and work through it together. 

Looking Ahead: What’s Next for Work? 

As hybrid work continues to evolve, one thing is certain: It’s here to stay. But like any transition, it comes with growth, and continuous learning. 

Over the next few years, I believe we’ll keep refining and redefining how hybrid work fits into our teams, our culture, and the way we serve our clients. 

Below are some of the key areas companies should focus on to make hybrid work sustainable 

• Establish structured protocols and policies. 

• Prioritize people’s growth and well-being. 

• Year-round engagement initiatives  

• Invest in technology and infrastructure. 

• Create a culture of continuous improvement. 

The Bottom Line

If there’s one thing I’ve learned as a leader in a hybrid setup, it’s this: Being present matters. It’s not just about showing up online, it’s about leading with clarity, trust, and being intentional in how you support your team.  

That way, you build a culture where people feel seen, supported, and empowered to do their best work — no matter where they are. 

Build Your Remote Accounting Team with Confidence 

Looking to scale up your accounting team without being limited by location? Let D&V Philippines help you. 

With over a decade of experience delivering specialized finance and accounting services to firms across the globe, we’re the trusted outsourcing partner you need.  

Whether you’re expanding your team or transitioning to a more flexible setup, we’ve got the talent, tools, and expertise to support you every step of the way. Schedule a free consultation with us today  

You can also visit our website to find out what our clients say about us and download our whitepaper, Finding the Right Talents: D&V Philippines’ Solutions for Modern Accounting Firms, to learn how we can help you build a scalable team of top-notch accountants.   

This article has been written in collaboration with Angelica Garcia, a content specialist at D&V Philippines.