HYBRID TEAMS IN MODERN ORGANIZATIONS: ADAPTABILITY AND EFFECTIVENESS OF TEAM INTERACTION

The article examines the specific features of hybrid teams functioning in modern organizations and their impact on the effectiveness of management processes in the context of business digital transformation. It has been proved that the hybrid work format represents an evolutionary stage in the development of organizational models, combining the flexibility of remote interaction with the advantages of offline teamwork. Key trends in the development of hybrid formats are analyzed, as well as managerial, communicative, and socio-psychological aspects influencing enterprise performance. The main advantages are identified, including increased labor productivity, broader human potential, higher innovation capacity, and employee satisfaction, along with challenges related to coordination, digital overload, and risks of losing team cohesion. Particular attention is paid to the role of the manager as the key link in managing hybrid teams, whose function transforms from controlling to coaching. The manager acts as a facilitator of organizational change, creating an adaptive environment capable of quickly responding to external challenges and ensuring sustainable development. The managerial competencies required for the successful leadership of hybrid teams are defined, such as strategic flexibility, communication sensitivity, digital literacy, emotional intelligence, and leadership skills. A structural and functional model of adaptability and flexibility of hybrid teams is proposed, illustrating the interrelation between managerial decisions, behavioral mechanisms, and the organization’s strategic effectiveness. It is demonstrated that effective management of hybrid teams is based on the integration of digital tools, trust, flexible communication practices, and corporate culture development. Special attention is given to adapting corporate culture, fostering team identity, and developing motivation systems that consider the individual needs of employees in a hybrid environment. The obtained results can be applied to improve personnel management systems, develop strategies for organizational resilience, and implement innovative models of human resource management in a hybrid work environment.