It’s safe to say that hybrid working is now a thing. And OK, we don’t really know exactly what that ‘thing’ looks like yet.
But it seems pretty clear that, post-pandemic, most of us are not going back to 100 per cent office-based working.
As with all change, some of us are happy about it and others aren’t. Many of us have worries. From anxieties about ensuring that we will be physically safe back in the office, to wondering how we will (re)connect with our colleagues. And whether it feels psychologically safe to do so.
Please join us!
What: #MTtalk
Where: Twitter
When: September 24, @1 p.m. ET (5 p.m. GMT / 10:30 p.m. IST)
Topic: Hybrid Working: Your Fears and Solutions
Host: @Mind_Tools
One thing’s for sure, managing a hybrid workforce requires different thinking. Managers and HR teams must review how they recruit, develop and motivate to get the best from their people in this new hybrid world.
Careful consideration of the policies, procedures and processes is needed to optimize productivity. At the same time, we also need to create an inclusive workplace culture for all. Regardless of where you’re working from.
There are three issues in particular that concern me about long-term (permanent) hybrid working. How do we maximize our human connection, create positive team energy, and build a positive performance culture?
Hybrid Working: Maximize Our Human Connection
We all require a deeper level of connection than is possible through transactional communications alone. As author and University of Houston research professor Brené Brown puts it, “We are hardwired for connections, curiosity and engagement.”
When physically working together in an office, studies indicate we spend something like 10 per cent forming the connections that allow successful collaborations to flourish.
Such opportunities can be missed when we don’t work together in the same place at the same time. So now we must make conscious efforts to recreate these opportunities for a hybrid workforce.
“There’s a great opportunity to begin to explore how we create an environment that is safe for people who want to have conversations about flexibility, who want to be flexible, vs. fighting that change.”
Peter Yobo, PWC
As always, managers need to lead by example. In this case, to avoid communications becoming superficial. But we can all make a positive difference. Have you thought about what you could do to generate a greater feeling of camaraderie in your team? How can projects be organized so that people have adequate opportunity to bounce ideas off each other?
It is incumbent on all of us to look for different ways to connect in this hybrid world. But how could you foster a greater sense of community? How can you build opportunities for people to interact?
From the people I work with, I observe that managing a hybrid team requires an element of over-communication. We need to create the time and space for better quality conversations to take place. This will help to develop that deeper sense of human connection in a hybrid world. And this needs persistence.
Creating Positive Energy on a Hybrid Team
Our personal energy is enhanced through uplifting, invigorating and rejuvenating team relationships. It’s this relational energy that helps create positive and productive working environments.
Have you ever ‘felt’ the energy of a team when you enter a room? I really believe that team performance generally matches the energy within the team. But where there’s negative energy, teams can perform significantly worse than those with positive energy.
How mentally engaged staff are at work, how enthused they are about their jobs and how willing they are to make extra effort, is largely determined by the type of energy generated when everyone works together.
So, if positive energy is transmitted when we’re in contact with each other, managing a hybrid team will require processes and time for people to ‘get relational’ with one another. Time for them to communicate and connect because it will create positive energy. Regardless of where people work from, or when they work.
Have you considered whether it’s feasible to physically get teams together occasionally, to connect face-to-face? To generate that positive relational energy? If that’s not possible, hybrid teams need to embrace video conferencing in ways that capture and enhance the collective energy.
How Do We Create a Positive Performance Culture?
Regular check-ins with colleagues must surely be a quick win. Whether it’s 30 minutes every day, 45 minutes a week or an hour every month, it’s important to schedule them into diaries. Make them a regular commitment, whether that’s face-to-face or virtually.
By establishing clear expectations, creating a performance management routine, and regularly evaluating progress against goals, we can be confident that performance is being managed effectively. Issues are picked up early and people are supported to do a great job.
So Is Hybrid Here to Stay?
Although it’s certainly more challenging to manage, allowing teams to work varying hours, times, and locations can bring mutual benefit. Hybrid working offers more flexibility and will help more people access the labor market. It will support people to stay in work, allow individuals to manage caring responsibilities and achieve a better work-life balance.
Hybrid working can also support enhanced employee engagement and wellbeing. Other important benefits could surely include increased loyalty and commitment and higher job satisfaction. We can expect increased engagement, reduced absenteeism and better mental health. Not to mention improvements in performance, motivation and productivity.
Despite some fears which need to be overcome, it seems that the future of the workforce is a hybrid one. And, actually, it’s already here isn’t it?
Hybrid Working: Your Fears and Solutions
During our #MTtalk Twitter chat this week, we’ll be talking about hybrid working and finding out about your fears and solutions surrounding it.
In our Twitter poll this week, we wanted to know what your first thought would be after hearing that your company is adopting hybrid working. A majority 56 percent of participants voted for “Perfect balance – I’m in!” Only 17 percent felt that WFH from home suits them better, so they’re leaving. To see all the options and results, please click here.
We’d love you to participate in this week’s Twitter chat, and the following questions may spark some thoughts in preparation for it:
- What do you find attractive about the idea of hybrid working?
- Is hybrid working just a fad or is it here to stay?
- Does hybrid working affect the quality of your workplace relationships?
- Is it more difficult to spot talent when people are less ‘visible?’
- How do you coordinate tasks, meetings, and assignments with colleagues who are also working hybrid schedules?
- How do you remain motivated and focused when you’re hybrid working?
- What are your tips for leading hybrid working teams?
Resources
To help you prepare for the chat, we’ve compiled a list of resources for you to browse.
Top 10 Challenges of Managing a Virtual Team Infographic
How to join
Follow us on Twitter to make sure you don’t miss out on any of the action this Friday! We’ll be tweeting out 10 questions during our hour-long chat. To participate in the chat, type #MTtalk in the Twitter search function. Then, click on “Latest” and you’ll be able to follow the live chat feed. You can join the chat by using the hashtag #MTtalk in your responses.
The post Hybrid Working: Your Fears and Solutions – Join Our #MTtalk appeared first on Mind Tools Blog.
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