As companies work out their return-to-office plans, some are choosing to adopt a hybrid model as opposed to having their employees return to a physical office full-time or be completely remote. Most employees prefer flexible work options, but there are inherent challenges to having a partially remote, partially on-site team.

Here, a few words of advice on how to manage hybrid teams for more engaged, productive, and happy employees.

Find ways to build connections.

It’s harder to foster social cohesion and organizational culture with a team that’s part remote, part in the office. Gaps in communication can happen, and team members may feel disconnected from their co-workers and managers, according to Yvette Lee, an HR Knowledge Advisor for SHRM (Society of Human Resource Management).

As a result, “employers may have difficulties keeping employees motivated.” Possible solutions? “Encourage frequent communication online or via phone,” suggests Lee. “Hold virtual lunches or outdoor meetings when employees are in the office to keep [them] connected and engaged.” Managers should also be trained to spot isolation. “If managers notice an employee is withdrawn, have conversations to help an employee re-engage.”

Make sure every employee feels heard.

It’s not enough to get people to go to meetings and company events. It’s also critical for every employee to feel as if they are being seen and heard. “Some of the biggest challenges leaders…are currently facing center around facilitating fair, inclusive, and effective communication for each and every member of their teams, whether in [the] office, hybrid or remote,” says Dave MacLeod, CEO and Co-founder of ThoughtExchange.

Upgrading communications and collaboration tools can help balance the dynamics of workplace conversations. “What we are seeing firsthand is that leaders are now, more than ever, embracing technologies that better suit their changing communication goals.”

Implement inclusivity measures.

Inclusivity, which cultivates trust and belonging, can be a driver for productivity and engagement. In a hybrid workplace, inclusivity can be even a bigger challenge to sustain. For starters, Lee recommends being mindful of meeting times so that different time zones can participate; morning meetings can affect those with caregiving responsibilities.

“Also, scheduling all meetings virtually regardless if some people are in the office can help level the playing field.” Other inclusivity initiatives? “Engage in structured team building that will help to encourage employees to connect with one another and promote diversity of thought,” says Lee. “Employers can [also] collect feedback from employee resource groups on how to promote inclusion with remote employees.”

Rethink performance evaluations.

In-office workers have more opportunities for face time with their managers, and as a result, those who come into the workplace less often might “feel they have [fewer] advancement opportunities because they are not ‘seen’ as often,” says Lee. Align performance expectations across employee groups and make sure performance metrics are implemented consistently across the board.

“Track promotions and career opportunities to ensure those working remotely have the same advantages,” recommends Lee. “Ensure that employees are not being judged solely by the amount of in-person time but by the quality of their work.”