Many companies have seen the benefits of being more flexible about where and when their employees work. However, if you’re managing such a hybrid team, you’re aware that there are challenges too. Misunderstandings and scheduling issues are common. And are you finding it difficult to maintain cohesion between all team members?
Don’t give up on using this team setup, though. Our tips on managing hybrid teams are relevant for multiple industries, so use this to better your team this year.
Creating a Super Hybrid Team
Better management of hybrid teams begins before someone even sets up their home office. Efficient teams have the right type of workers. So, if you know your company relies on hybrid teams, look for individuals who will do well in such a work environment.
You may not know yet how much each new employee will work from home yet, but make sure their natural skillsets suit the arrangement. Talk about remote working during interviews, such as asking questions to determine whether applicants will stay motivated when working alone. You also want confident individuals willing to share opinions during a team chat, even when you’re not in the same room.
It’s challenging to make remote workers feel part of the group, so a dynamic onboarding process is vital. Ensure they understand the company culture and feel part of something bigger than themselves. This helps foster a passion for their work and loyalty to the brand.
Tips on Managing a Hybrid Team
Ensuring high productivity from all team members, whether they work remotely or come to the office at times, does take a unique management approach. These expert guidelines help a lot:
- Be flexible about work hours, within reason: Employees appreciate the flexibility of remote work. They may need time to attend to family matters during certain hours of the day, but they’ll catch up on work at night. Allow them this freedom because when a worker is happier, you can expect higher productivity. Of course, they must understand that some meetings and deadlines are non-negotiable for them to connect with the rest of the team.
- Be intentional about clarifying expectations: You won’t always see each other in the office hallways, so there’s less opportunity to casually discuss the details of projects. To prevent misunderstandings, stipulate your expectations for any assignment in detail. Also include details on due dates and who needs progress updates. Other team members can’t simply pop by someone’s office to ask for an update during the day, so ask remote workers to take the initiative and keep everyone in the loop.
- Prioritize giving feedback regularly: Remote workers’ productivity may drop if they’re not sure if you approve of their work. Provide feedback and constructive criticism regularly.
- Focus on fairness toward all employees: Avoid any worker feeling others have more privileges. For example, an in-office worker may, on occasion, request time off to attend an important event at a child’s school. Allow this freedom if remote workers do it frequently. Also, office workers may have privileges such as free food at the company canteen or in-house training sessions. To avoid remote workers from feeling left out, live stream any training you provide, and perhaps gift vouchers for food delivery will be much appreciated.
- Find strategies and resources for good communication: Use one of the many apps or software programs available these days that streamline collaboration between teams. You need efficient ways to share ideas, documents, videos, and more.
- Enquire about workers’ home workstations: Asking about a worker’s home office shows you care. Also, you can gauge whether it’s necessary to provide additional hardware or software to improve efficiency, which will benefit the worker and your brand.
- Make mental health a common topic: Burnout is common with remote workers, often because they find it difficult to switch off from work responsibilities. Provide guidelines for healthy home office setups and talk about mental health in virtual meetings with the team. Let workers feel comfortable discussing their personal challenges if they face any.
How to Keep a Hybrid Team Motivated
Excellent management skills will keep your team healthy and productive, but always monitor how motivated they are to still be part of your team.
When you’re rarely–or never–in the same room, a remote worker can easily feel disconnected and stop caring about the work and company vision. This can result in low-quality work or someone resigning and you losing valuable talent. Anonymous questionnaires help you gauge people’s attitudes so you can act before someone quits or negatively impacts a project.
Show individuals the value of their roles by giving recognition for their work. Show appreciation in a public way, such as mentioning someone’s standout performance during weekly team chats or video conferences.
Employees want to know they’re part of something successful, so find ways to celebrate small and large victories. Talking about how far you’ve come on a certain project can motivate them to keep giving it all to reach the next milestone.
In Conclusion
Remote working works and a hybrid team can be key to your company’s success this year. However, if you don’t implement the management methods that experts suggest, you, your company, and your employees can miss out on reaching your potential. Implement one tip at a time and expect great results!
