Hybrid work, alongside remote work, first surged into the spotlight in the early days of the pandemic. It offered teams a way to operate that adhered to social distancing rules and guidelines. However, the benefits of flexible working models, for both employees and businesses, have prompted many companies to embrace the “hybrid model” indefinitely.
Studies show that two-fifths of organizations believe hybrid work has improved the productivity and efficiency of their teams. Additionally, this model can be an excellent way for companies to reduce operating costs, drive employee engagement, and even minimize talent turnover.
However, managing a hybrid team isn’t the same as guiding and supporting in-office staff. There are unique challenges leaders need to overcome to ensure their staff members remain productive, efficient, and aligned in a hybrid environment.
What is the Hybrid Work Model? An Introduction
The “hybrid model” is a type of flexible workplace structure. In a hybrid work environment, some employees may operate remotely, while others attend the traditional office. In some cases, employees may also work at the office part-time, and remotely on other days.
Unlike remote employees, hybrid employees can tailor their working environment to their specific needs and tasks. This means staff and their employers get the best of both worlds – increased flexibility, without compromising on excellent in-team collaboration.
Used correctly, a hybrid team structure can have numerous benefits. It allows employees to work wherever they feel they’re the most productive, improving both efficiency and performance levels, as well as increasing feelings of staff satisfaction.
Hybrid work can also lead to:
- Better work-life balance (and reduced stress) for team members
- Higher levels of team engagement and reduced turnover
- Access to a wider range of talented professionals around the world
- A lower carbon footprint for the business
- Operational cost savings (for things like travel and real estate)
The Challenges of Managing a Hybrid Team
A mix-and-match approach to remote and in-office work can be an excellent way to empower teams and boost business performance. Unfortunately, there are also various risks and challenges businesses need to overcome. Managing a hybrid team effectively means addressing issues like:
- Inequality in the workplace: Employees who can’t work remotely may feel they’re missing out on the benefits of hybrid working. Alternatively, teams who work remotely on a consistent basis may feel they’re excluded from conversations and team-building exercises.
- Communication issues: Without the opportunity to engage in face-to-face ad-hoc conversations with their employees, hybrid workers can end up feeling isolated and out of the loop. Effective communication strategies need to be implemented to drive engagement.
- Unequal management: It’s easier for managers to recognize, reward, and provide feedback to the employees they regularly see. This can lead to remote employees often being overlooked. One fifth of employees say they receive less recognition when working remotely.
- Preserving work-life balance: Some employees struggle to switch off when their home is also their office. This can lead to employees working extended hours, which could contribute to increased stress, more absenteeism, and a higher risk of burnout.
- Technology issues: Hybrid working styles rely heavily on access to technology, from cloud-based collaboration tools to video conferencing apps. If team members don’t know how to use these tools, or they’re faced with technical glitches, productivity can suffer.
Practical Techniques in Leading Hybrid Teams
The hybrid model is likely to grow in popularity in the years ahead, as companies continue to search for ways to tap into global talent, reduce costs, and attract new talent. While managing hybrid teams can be complex, there are steps leaders can take to ensure they getting the right results from teams.
Here are some of the best ways to enhance your hybrid team management strategy.
Step 1: Establish a clear hybrid work policy
Managers implementing a hybrid work policy need a clear idea of how they’re going to organize their teams, and preserve productivity. A comprehensive policy, which outlines everything from which employees are suitable for hybrid work, to which measures need to be implemented to facilitate flexible working, can help to guide managers, and set crucial expectations.
Your policy should cover all of the key elements of successful hybrid work, such as:
- Which employees can work remotely, and which need to be in the office
- How much control employees will have over choosing their work location
- Which tools and technologies are necessary to facilitate hybrid work
- What rules employees need to follow to preserve security and compliance
- How hybrid employees will be assessed on their performance
Step 2: Invest in Constant, Clear Communication
Communication is crucial to any business, but it’s particularly important in a hybrid work environment. Transformational leaders will ensure employees can remain informed and educated, regardless of whether they’re operating from a traditional office, or working from home.
This could mean implementing new communication tools, such as video conferencing and messaging apps, to help staff members connect wherever they are. It could also involve ensuring news and announcements are delivered to all members of staff at the same time.
Some managers will also find it useful to arrange and schedule regular all-hands meetings, which can be attended by both remote, and in-office staff members. This will help to keep the flow of knowledge moving between teams, and minimize feelings of isolation.
Step 3: Build an Environment of Trust
When hybrid work strategies first emerged in the business world, many managers were concerned that employees wouldn’t show the same commitment and productivity working from home as they do in the office. This concern ultimately stems from a lack of trust.
According to the Harvard Business Review, for a team to be successful, it needs two types of trust. Competence trust refers to the belief managers have that employees can complete the tasks assigned to them, and demonstrate the right level of skill. Interpersonal trust looks at the belief that others will act with integrity, even when they don’t have a manager hanging over their shoulders.
The best way to create an environment of trust in a hybrid workplace, is to set expectations, and give your employees the opportunity to show they can live up to them. Be clear about what you want each employee to accomplish, and how their performance will be monitored. Then, give your team members a certain level of independence, so they can demonstrate their trustworthiness.
Don’t be tempted to micro-manage your employees or check in every few minutes. Employees who feel constantly monitored are less likely to feel productive and engaged in the workplace.
Step 4: Nurture an Inclusive Culture
The benefits of a hybrid team begin to dwindle when employees feel marginalized in your team. If the people working in the office more days each week are always the ones who get considered promotions, receive awards, and get positive feedback, this can lead to a toxic culture.
Similarly, if your remote employees feel excluded from conversations and business decisions, they’ll feel less connected to your business. This leads to losses in productivity, as well as an increased risk of talent turnover. Ensure everyone feels included and respected in your business.
Commit to delivering the same level of feedback and support to all of your staff members, no matter their location. Ensure you can recognize and reward all employees equally, and commit to giving all staff members access to the same knowledge, data, and tools.
Step 5: Reconsider How you Measure Success
A shift to the hybrid work model can be an excellent time to rethink how you evaluate and measure success in your teams. In the past, many companies focused on the number of “hours” an employee worked to determine whether they were a valuable member of staff.
However, the reality is that success isn’t always attributed to time spent. Focusing on other factors, like how many leads your sales teams successfully generate each day, how many deals they close each month, and how frequently they hit their sales quotas is a good alternative.
Make sure your team members are aware of the new metrics you’re going to monitor, and provide insights into how they can improve their performance regularly.
Step 6: Access the Right Tools
As mentioned above, hybrid teams generally rely more on technology and digital tools than their in-office counterparts. Investing in the right technology is crucial to keeping your staff members aligned and productive. Alongside tools for collaboration and communication, think about how you can deliver access to critical software to employees via the cloud.
Many CRM, ERP, and other critical business tools can now be accessed from anywhere with an internet connection. Ensure your teams also have the right resources and hardware to work comfortably and efficiently from wherever they are.
This could even mean setting up a budget for purchasing new computer systems, office furniture, and additional tools for remote workers.
Step 7: Commit to Ongoing Education
Hybrid employees, just like traditional employees, need regular training and development to ensure they can perform according to their full potential. Investing in the education of your teams is an excellent way to ensure they remain engaged, and boost productivity.
There are plenty of strategies you can explore, from creating virtual mentorship programs for your staff members, to offering access to online courses and certification programs. You could also encourage team members to participate in gamified and collaborative learning experiences, such as the sessions offered by HSE.
Pay attention to where your employees strive, and where they struggle, to help you make decisions about which new training initiatives you should implement.
Embracing the Future of Hybrid Work
The hybrid team might not be the ideal solution for every business environment. However, in many industries, including the sales space, hybrid work is becoming increasingly common. As the demand for workplace flexibility continues to grow, it will be important for every business to have a strategy in place for managing and supporting hybrid teams.
While adapting to a hybrid work model can be complex at first, the right strategy can deliver a host of benefits, from improved productivity to reduced costs. Empower your teams and your managers to thrive in the world of hybrid work, by joining the HSE community today.
