How to be seen (and trusted) in a hybrid team

Let me be clear: this isn’t a post about productivity tools, meeting fatigue, or Slack etiquette.

This is a story about relevance.

Because in a hybrid startup, you don’t disappear all at once. You fade. Quietly. Slowly. At first, it feels like relief—fewer meetings, more deep work, no awkward small talk. But over time, your name comes up less. Your face shows up less. Your opinion is requested less. And eventually, the thing you built—your team, your product, your culture—starts running without you.

Sounds like freedom? Sometimes it is. Until it isn’t. Because if you’re not actively shaping how you show up in a hybrid workplace, you’re letting other people fill in the blanks. And in early-stage teams, blanks get filled with doubt.

In the beginning, we went all-in on flexibility. We thought: “Let people work where they want, when they want. No micromanagement. No facetime expectations.”

The pandemic had already forced us into a crash course on remote collaboration. We survived. We adapted. We scaled. So we assumed hybrid would be the best of both worlds. But here’s what happened instead: the people who were naturally vocal, visible, or co-located gained quiet influence. They got invited into decisions earlier. Their work was easier to trust because others could see it being done.

Meanwhile, others drifted. Not because they were underperforming—but because they were undetectable.

We’d ask, “Who’s leading that feature?” and get vague answers.

We’d say, “Didn’t she already raise that concern?” but couldn’t find it in the meeting notes.

We weren’t tracking performance. We were tracking perceived availability—and calling it leadership.

One of our most consistent performers started missing from sprint planning calls. It wasn’t deliberate. Her updates were still coming in. Her pull requests were merged on time. But her influence was waning. Why? Because we weren’t hearing her voice in the room. And in a hybrid model, silence feels like withdrawal—even if it’s not.

Another teammate, brilliant but introverted, began defaulting to async. That worked… until a last-minute product pivot happened in an in-person office huddle. He found out two days later via Slack. Nobody meant to exclude him. But visibility wasn’t built into the process. So absence became exclusion.

And one day, someone asked the question I dreaded most:
“Is she still engaged?”

She was. But it didn’t matter. Because trust, in hybrid teams, is proximity-based unless you design against it.

I’m not just talking about your team. I’m talking about you. I know because I disappeared too. I thought I was being a good founder—giving people space, trusting the leads, removing myself from the weeds. But what I was really doing was creating a vacuum. No updates. No visible thinking. No pulse-checks. Just… a founder-shaped silence in the system.

And when I did reappear, it felt like a disruption. That’s the danger of unchecked absence. You stop being a signal—and start being noise.

Eventually, I got the feedback no founder likes to hear:
“You’re hard to read.”
“We don’t know what matters anymore.”
“Are you still in this?”

That broke me. Because I was in it. I was just… invisible. Not because I stopped caring. But because I assumed people could still feel me in the system, even if I wasn’t in the room. They couldn’t.

There’s a quiet myth in startup culture that says, “If you’re good, people will notice.”

It’s a lie. In hybrid teams, doing good work silently is the fastest way to become irrelevant. Visibility isn’t about self-promotion. It’s about alignment. People can’t align to what they can’t see. That’s why the best remote workers don’t just execute. They narrate. They document. They loop others in. They leave trails. And founders? You have to do it too. Especially you. If you’re not narrating your decisions, your strategy, your doubts—your team will make up their own version. And that version is rarely generous.

We didn’t overhaul everything. We just started naming the problem. Then we made small, deliberate shifts. Not in tools—but in behavior.

1. We Introduced “Visible Mondays”

Every Monday, team members drop a 2-minute async update:

• What I’m working on
• What I need
• What’s changed

No meetings. Just Looms or voice notes. It became our visibility heartbeat. Short, real, consistent.

2. We Documented Decisions as a Ritual

Every major decision—from roadmap shifts to pricing tests—got a short internal memo. Not to justify. Just to explain the why. We made it okay to say: “Here’s what we know, and here’s what we’re still guessing.” This created trust. Because opacity breeds suspicion. Transparency builds alignment.

3. We Gave People Language for Presence

We trained our team to narrate progress. Not just outcomes.

“Here’s where I’m stuck.”
“Here’s a tradeoff I’m considering.”
“Here’s what changed my mind.”

We told them: “If you want to be trusted, show your process.”

And that applied to us as founders too.

Hybrid doesn’t create new problems. It exposes the ones you never fixed.

If your team lacks clarity, hybrid will turn it into confusion. If your team avoids conflict, hybrid will calcify it. If you over-rely on charisma, hybrid will reduce your influence to Slack threads. If your culture depends on proximity, hybrid will turn absence into decay. We had to admit: the real issue wasn’t hybrid. It was our lack of operating clarity. And visibility was just the symptom.

We started asking every team member—including ourselves—to audit how we show up across four dimensions:

1. Strategic Presence: Do people know what you’re solving for?
2. Executional Presence: Can they see how you’re progressing?
3. Relational Presence: Do they feel like you’re available—not just online?
4. Cultural Presence: Are you reinforcing the values, or ghosting them?

If any of these are invisible for too long, trust erodes—even if output is high.

This framework changed everything.

It gave people language for their experience:
“I don’t feel seen.”
“I don’t know where we’re going.”
“I feel like I’m working in parallel, not together.”

And it gave us a mirror. We weren’t leading through presence. We were leading through delegation—and calling it trust.

1. I’d Treat Visibility as Infrastructure

Not a personality trait. Not a leadership style. Infrastructure. Just like payments, or onboarding, or data hygiene. Visibility rituals should be built, maintained, and audited. And not just for “them.” For you.

2. I’d Coach Presence Like I Coach Delivery

Most early-stage founders over-index on output. But presence is what gets you invited upstream. I’d teach new hires how to narrate. How to document decisions. How to build a reputation that travels faster than their physical presence.

3. I’d Normalize Being Seen Without Performing

Not everyone is comfortable with Slack jokes or Zoom banter. That’s fine. Visibility doesn’t mean loud. It means traceable. Encourage “quiet visibility.” Repos. Update logs. Thoughtful async comments. Those count too.

4. I’d Model It—Even When I’m Tired

This one hurts. Because founders get tired. We pull back. We disappear into strategy, or fundraising, or burnout. But when we vanish without signal, we take the culture with us. I’d still take breaks. But I’d narrate them.

“Hey team, I’m offline this week to reset. Here’s who’s covering. Here’s where I trust you. Ping me only if urgent.”

That’s presence, too.

If you’re reading this and thinking, “That’s me—I’m drifting,” here’s what I’d tell you: You’re not irrelevant. You’re just invisible. And that can change today.

Start small:

• Drop a voice note in your team Slack.
• Share a one-line insight from your last customer call.
• Tell someone you noticed their work—even if nobody else did.
• Narrate one decision you made this week. Not to justify it, but to help others learn from it.

Then do it again next week. Because visibility isn’t about being the loudest. It’s about being known for something others can trust. In a hybrid workplace, that’s what keeps you anchored—not just as a teammate, but as a leader. When startups break, it’s rarely because of bad code or bad strategy. It’s because people stopped talking. Stopped showing up. Stopped being seen.

Hybrid work didn’t invent that pattern. It just accelerates it. So show up. Even if you’re tired. Even if you’re unsure. Even if you think nobody’s noticing. Because if you don’t, your team will fill in the silence with something else. And you might not like the version of you they invent. Be visible. On purpose. Before you disappear.