Kanopi’s Director of Human Resources, Erin Linkins, speaks to this topic as one of the expert panelists.
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Hybrid and remote work are no longer emergency measures. They’re intentional, long-term operating models that shape culture, equity, recruitment, retention, and how teams collaborate. In this panel, nonprofit HR and operations leaders share what’s changed since the pandemic, what’s working now, and what nonprofits can do to strengthen hybrid practices without burning out already-busy teams.
What you’ll learn
How hybrid work has changed
- Hybrid work is now broadly accepted by leadership and candidates, and many workers now know whether remote work fits them.
- For place-based nonprofits, hybrid is especially complex because many roles cannot be done remotely.
- The big shift: hybrid work is now intentional, not circumstantial, which means policies, expectations, and culture must catch up.
How to maintain and grow culture in hybrid teams
- Culture depends on clear expectations: who works where, when, and how, plus communication norms and accountability.
- Remote team members can easily feel like outsiders if meetings and decisions happen informally in-office.
- Build connection on purpose: digital community spaces (Slack channels for social connection), structured touchpoints, and equitable benefits matter.
High-impact changes that don’t require a huge overhaul
- Put a centralized project tracking system in place (Trello/Jira/etc.) so remote staff don’t miss “hallway decisions.”
- Set recurring meetings on a predictable cadence rather than constantly rescheduling.
- Consider lightweight daily or weekly “stand-ups” for alignment and momentum.
- Share information across departments so employees understand how work connects and where the organization is headed.
Evaluating your hybrid practices
- Survey your workforce regularly to assess engagement, friction points, and needs.
- Add “stay interviews” (not just exit interviews): what’s working, what isn’t, what would help?
- Be prepared for multi-state compliance if you hire across regions. State-specific employment laws, policy supplements, and HR support become essential.
- Make sure the organization has a “common thread” of culture and values, even when policies differ by location.
Common pitfalls to watch for
- Disengagement and loneliness, especially for remote staff without strong connection mechanisms.
- Perceived inequity between roles that can work remotely and those that must be on-site.
- Over-reliance on “we’ll figure it out later,” which creates confusion and resentment.
- Major leadership shifts that suddenly change remote expectations can trigger attrition.
Future trends to prepare for
- Hybrid work will stay common, and candidates may request remote flexibility as a condition of employment.
- Pay equity and salary banding are increasingly important as teams become geographically distributed.
- Wage transparency laws are expanding, which also raises questions about stipends, benefits parity, and what “total compensation” includes.
- Leaders need to communicate the “why” behind decisions clearly and consistently.
Bigger conversations nonprofits should keep having
Panelists highlighted topics they want nonprofits to keep exploring:
- Mergers, partnerships, and collaboration as a strategy for sustainability and workforce competitiveness.
- Total compensation strategy and how to communicate it as part of recruiting and retention.
- Staff augmentation (contractors, agency partners, flexible staffing) to navigate uncertain budgets or capacity constraints.
Speakers
- Colleen Carroll, Content Publishing Coordinator, Nexus Marketing (Moderator)
- Allison Fuller, Managing Partner and Co-Founder, Envision Consulting
- Erin Linkins, Director of HR, Kanopi Studios
- Jill Krumholz, Co-Owner and Managing Partner, Real HR Solutions