When the world shifted after COVID-19, Bitnawi found himself managing a team that no longer existed in one place. Overnight, his multinational team slipped into a remote work model, then slowly transitioned into hybrid. The challenge wasn’t just about logistics — it was about people.
Communication felt fragmented. Engagement dropped. And Bitnawy felt he no longer had the visibility or connection he once had with his team.

Despite his experience, the new dynamics left him asking:
How do I manage performance, motivation, and collaboration when half my team is behind a screen? That’s when he approached Bitna.

At Bitna, we follow global workplace dynamics closely. We understand how events like COVID reshape behaviors, expectations, and the way teams function. So we designed a Managing Hybrid Teams training tailored specifically to Bitnawy’s situation.

Together, we worked on:

• Understanding hybrid behavior patterns — how people respond differently to remote and in-office environments.

• Adapting leadership styles — shifting from time-based management to outcome-based management.

• Practical tools for progress monitoring and follow-up without micromanagement.

• Creating psychologically safe remote environments, where employees feel supported, trusted, and connected.

• Strengthening communication rituals — weekly alignment, clarity loops, feedback cycles, and expectation-setting.

• Building team culture intentionally, so hybrid didn’t mean disconnected.

Bitnawy practiced using real scenarios from his team. He learned how to adjust tools to fit his team’s personalities and cultural backgrounds. By the end, he had a complete system — not just theory — but a practical, personalized toolkit he could apply immediately.

Today, his team reports higher engagement, smoother collaboration, and clearer communication than even before the pandemic.
And for Bitnawy, hybrid leadership is no longer a challenge — it’s a strength.