Since hybrid teams combine the advantages of workplace and remote environments, they are fast becoming the norm. In fact, the results of a recent study found that work in hybrid environments is increasing, with 27 percent of US employees working under some type of hybrid working arrangement.
The study also shows that the number of jobs that require workers to work in an office for a full-time period decreased by 4% during the year prior.
Despite the advantages that come from hybrid working, the arrangement can present leaders with a fundamental divide within their work environment.
The management of these teams that are divided may be a bit daunting for executives working in the business world. As an ex- Green Beret, however, I have observed that the style of leadership is remarkably like military operations that involve both forward-operating units as well as bases with headquarters.
Strategies to balance fairness between remote and in-office workers
As a leader in an organization that is a hybrid, you will discover that among your most important assignments is identifying the perfect balance among your remote workers as well as those who work in offices.
Unfairness can cause discontent, and you do not want to create a division like this. Before deploying an entire team out on our field of operations, we established an underlying foundation of trust. Whatever you do and wherever your goal, trust is the mainstay of a team that is strong team.
The process of building trust can be difficult in hybrid or remote environments. The goal is to make sure that each member is valued and feels part of an overall mission.
To ensure trust and fairness within your hybrid teams, ensure that you are clear about the steps to take to move forward. Your goals should be stated to everyone so that everyone is aware of how to play the game, regardless of where they’re working from.
Create clear performance metrics that emphasize results over presence. Set standards that are uniform for all employees throughout the company.
Do regular briefings with one-on-one meetings. This allows you to comprehend the team members’ challenges and triumphs regardless of their place of residence.
Be sure to highlight achievements similarly regardless of where they take place. Utilize digital platforms to provide remote achievements the same recognition as office ones.
How do you create a united culture of a hybrid team
Making a unit that is cohesive in a hybrid setting requires conscious action. Also, you need to demonstrate your leadership. In a special mission, we ensured that our team made the same effort, if not even more than the other teams that followed our instructions.
In a hybrid workplace, show your commitment to being present. Allow your employees to view you in person as well as online. When you meet with your team members, be flexible and compassionate. Show the behaviors you expect of your employees.
Establish the foundation for your team’s culture by setting goals and values that are shared. Develop an onboarding program that connects new employees to office and remote colleagues by engaging in interactive sessions.
Maintain the company’s vision at the forefront and make sure that each member of the team, regardless of desk configuration, is in line with these fundamental values.
To create a positive hybrid culture, you need to create an inclusive and open communication environment. When you work in the field, clear and consistent communication makes the distinction between success and failure, and this is the same in your team that is a hybrid.
Set up clear communication channels through video calls as well as tools for managing projects. Then, set clear comms guidelines. If everyone knows what to do and when to each other, everyone is with no vital information.
Engage your team via online interactions or in-person gatherings that promote friendship. Engaging small groups that are cross-functional to interact can strengthen bonds across various work environments and improve the team’s cohesiveness.
Practical tips to prevent burning out and disengagement in hybrid environments
Disengagement and burnout are both real dangers in a hybrid workplace culture. If communication is shaky and boundaries become blurred, your team will suffer. It isn’t working; your team will pay the cost.
Many employers are concerned that hybrid arrangements could make employees neglect their jobs; however, this is not always the case. It is important to ensure that employees can switch off at night to avoid working too much and exhaustion.
The physical and mental well-being of your team must be your top concern. Offer access to resources for mental health or programs that can assist your team to manage stress and maintain their mental health.
Make sure that your team breaks are frequent and provide opportunities for physical exercise. A well-balanced team is a highly productive team.
Keep your team’s involvement and enthusiasm by ensuring that there is a constant flow of communication channels. Feedback from the team is a constant source of help to solve issues and help the team adapt to changing requirements.
Make sure that you invest in the growth of your team by offering opportunities to develop skills and advancement in their career. This boosts productivity as well as keeps the team motivated by showing that you appreciate the potential of your team members.
At the end of the day, governing your hybrid team boils down to fairness, culture-building, and engagement. If you implement these strategies to maintain stability and even grow within your team, that is a hybrid. With remote work being the future, understanding and mastering this phenomenon will be vital for your success in the future.
