One of the most significant workplace changes in recent years has been the rise of hybrid teams. Many companies now allow employees to decide where to to work, thanks to the pandemic. It can be very beneficial, especially in hiring, as it allows for a more excellent pool of candidates. That said, a hybrid team comes with a new set of challenges.
You want your team to work in the most cohesive, seamless way possible. While you may not see employees as in person as you once did, there are still ways to be organized and efficient. Keep reading for four ways to manage a hybrid team better.
1. Have Productive Meetings
Pointless meetings are often irritating. They can waste everyone’s time and signal that the leader doesn’t have complete control or authority. As the manager of a hybrid team, having purposeful meetings is essential. Before setting a meeting, ask who needs to attend and if taking the time will be beneficial.
Creating an effective meeting plan is key to productive, purposeful team gatherings. An agenda is a list of points, action items, and areas of focus you want to cover. The plan should be sent to all attendees beforehand. It ensures productivity and that everyone attending knows what to expect. Having a meeting agenda will help you and other presenters stay on track — meaning you can end on time.
2. Prioritize Inclusion
Nobody likes to feel like the odd person out. With a hybrid team, it’s too easy to forget about coworkers working remotely accidentally. However, an efficient hybrid team relies on inclusivity. For instance, if you have a team meeting, always include a Zoom or Microsoft Teams link so everyone can quickly join. Also, don’t set meeting times at odd hours. A hybrid team means some employees may be in different time zones, so you’ll want to find a time that works best for everyone.
Additionally, try to eliminate employees in the workplace who negatively talk about at-home employees. It can cause rifts within your team. Set up a team slack channel so everyone can chime in with particular thoughts on a topic. Lastly, ask your team how to be more inclusive. Your teammates may have great ideas to help them feel heard and validated.
3. Set Your Team Up With the Right Tools
More technological resources are now than ever explicitly built for remote or hybrid teams. It is excellent news for a manager, as these tools can help the entire team be more efficient. These tools generally improve communication, productivity, task management, or collaboration. These tools can be accessed by employees in the office and at home, furthering inclusivity.
Before incorporating any tool, ask your employees what tasks tend to bog down their workload. You may not realize, for instance, that the current software for posting a new blog post is prolonged. Or, you may learn that teammates are doing double work because they aren’t sure who is responsible for specific tasks. Also, see if you can do a trial run before you commit. You could find you like specific tools more than others.
4. Be on the Lookout for Burnout
One of the more challenging aspects of having remote employees is that you can’t physically see them notice their emotions. Together in an office setting, you know, when people are heading down and working hard. When they are home, however, it can be hard to know their schedule and working habits. You may notice emails being sent late at night or on the weekends, but this doesn’t necessarily indicate their attitude toward tasks.
Some signs of burnout are a negative outlook, fatigue, and dissatisfaction. If you think burnout is at hand, be upfront. Talk to your team as a whole and individually. You want to provide the proper support, which will look different for each employee. If you are concerned about an employee’s well-being, talk to them. If they’re struggling mentally, look into resources you could share with them.
Takeaways
You can still lead an efficient team because you don’t see employees in person every day. The key is understanding your team’s unique needs and requirements. Be mindful that employees working from home won’t necessarily have all the benefits of those working in the office. Ask your remote employees about their most significant challenges and how you can help them.
That said, trust your employees. They know what they need to do to get their work done. Have an open dialogue with your employees, asking them for feedback and how to show up better for them as a manager. And remember, a hybrid team can be just as efficient — if not more — than a traditional office team.
