The Silent Signals Leaders Miss in Hybrid Work
If someone walked into a boardroom, sat down, and refused to make eye contact for an entire meeting, you’d notice. You’d probably intervene. At the very least, you’d question whether they felt included, connected, or invested in the team.
So why does it feel acceptable when the same thing happens on Zoom?
In hybrid and remote work, subtle signals like cameras-off meetings or “always-on” work habits often slide by without comment. But those black squares on the screen aren’t neutral; they’re signals. They tell you who feels seen, who feels safe speaking up, and who may already be checking out. Over time, these micro-moments quietly reveal cracks in your culture long before an engagement survey ever does.
Culture Is Built or Eroded in the Smallest Moments
We tend to think of culture as something created in company-wide events, town halls, or leadership off-sites. The truth is, culture is shaped by hundreds of tiny decisions people make every day about how much of themselves they bring to work.
It shows up:
When someone chooses to turn their camera on or off.
When a teammate follows up to close a loop, or lets things drift.
When leaders address disengagement or choose to look away.
Each moment sends a message. Together, they set the standard: care and accountability, or quiet disengagement. Hybrid work magnifies these moments, and leaders who ignore them unintentionally normalize the very behaviors they don’t want.
The Hard Truth About Leadership Presence
Many leaders are quick to celebrate the “big moments” of leadership, like announcing new strategies, rallying the team at off-sites, and making visible decisions. But culture isn’t forged in spotlight moments. It’s shaped in how you respond when no one is watching.
Do you address the team member who consistently keeps their camera off? Do you ask why someone seems disengaged instead of brushing it aside? Do you set clear boundaries so “always-on” work habits don’t burn people out?
These are uncomfortable conversations, but they’re the ones that determine whether your leadership team is aligned and whether your people feel truly connected. Avoiding them doesn’t preserve harmony; it erodes trust.
Practical Steps for Leaders
If you want to strengthen culture in hybrid work, start with these actions:
Name the behavior. If cameras are always off, ask the team why. Treat it the same way you’d treat silence in a physical room.
Set expectations early. Be clear about norms for engagement—whether that’s cameras, participation, or response times. Consistency builds trust.
Check in privately. A pattern of disengagement often signals something deeper. A one-on-one conversation can uncover whether someone feels overwhelmed, disconnected, or simply unclear on expectations.
Model the standard. Leaders set the tone. If you’re distracted, muted, or unavailable, others will follow suit. Show up the way you want your team to.
Address burnout signals. Praise healthy boundaries instead of rewarding “always-on” habits. This reinforces that sustainability is part of performance.
Spotting the Signals Before They Spread
The next time you’re in a hybrid meeting, ask yourself: if this were my boardroom, would I let it slide?
Ignoring silent signals doesn’t make them disappear. It sends an unspoken message about what kind of culture you’re willing to accept. Leaders who notice and act on these micro-moments build alignment and engagement. Those who don’t risk watching their culture erode one small behavior at a time.
Culture is built – or broken – in the smallest moments. As a leader, what you choose to notice and what you choose to address sets the tone for everything that follows.