Excelling In A Hybrid Working Environment

Many people’s jobs and businesses have been altered due to Covid regulations. As a result, businesses across sectors are providing hybrid working conditions in order to maintain a healthy work/life balance that maintains and encourages talent.

However, managing a hybrid team presents issues for managers and others. If there is no strategy in place and sufficient tools to assist you staying connected, there may be a disconnect between employees and employers in the absence of more regular face-to-face interactions.

1. SMART expectations

Setting expectations is critical in a blended workspace. Alert your employees of what is expected of them on a weekly and/or monthly basis. Knowing what you’re expected to provide focuses your accountability, as long as those expectations are related, realistic, attainable, and can be delivered by the given time frame. However, flexibility should be incorporated into any project or job assignment, especially when employees are dependent on others to produce data or information.

All workers should have access to their team or appropriate staff members who can assist them in order to deliver. Set boundaries surrounding working hours to ensure that individuals finish on time and do not work excess hours.

2. Build a culture of trust

It might be challenging when you don’t see your employees every day since you don’t know what they are doing or when they are doing it. For this new work climate to work, trust is essential.

For current employees, you already know capabilities and the amount of work they can produce. If you’re new to management, learn more about your team’s strengths and shortcomings, as well as the amount of management that may be necessary. It’s a good idea to have daily check-ins with new hires so you can introduce them to the organizational culture and team. You don’t want anyone to feel alienated or left behind.

However, in all cases, avoid micromanaging and trust your employees to come to you when they need direction or to address anything. Remote working allows people to take that time between jobs to recharge, giving them a more complete and well-rounded existence and allowing them to achieve more with a higher output.

3. Have regular check-ins

The frequency of your check-ins and meetings are always determined by your team. There will also be moments when employees understand what is expected, have a plan in place, and must deliver. This may imply that less time is spent on Zoom and that assignments may be completed using email or other communication channels.

Regularity will also be determined by the employee/department. Some people require more control and direction, so adapt your check-ins appropriately. Regular team meetings are also essential to ensure that everyone is on the same page.

Always remember to ask team members what they anticipate and want from you to ensure that you can satisfy their demands. Feedback might be the most effective technique to determine what is necessary.

Adam Grant – Warthon psychologist – said “there are 4 reasons to meet: to decide, learn, bond, and do. If it doesn’t serve one of those purposes, cancel it.”

4. Offer encouragement and emotional support

People may feel alone or stressed in a virtual working environment. Some people operate well alone and on their own, while others require additional assistance. Emotional intelligence is crucial because it may help you improve your connections on all levels, and you should strive to exercise it every day at work. It is also related to coaching and mentoring, which can assist you in bringing out the most in your staff.

5. Hone and add to skillset

When working remotely, some skills, such as time management, may need to be learned or refreshed. Working on this evergreen ability will help employees manage their time so that they can attend meetings and complete tasks on schedule.

Other skills that may be required as a remote worker (practical and soft skills) are:

• Organization and planning
• Collaboration
• Data visualization
• Self-motivation
• Presentation

To work remotely effectively, a variety of abilities must be developed. It is your responsibility as a manager and the organization to offer the tools and training needed to enable this new style of working. 

Supplementary tools for your workforce