The Pandemic brought with it many changes, but the one with the greatest impact has been the enforced increase in hybrid working which is now more mainstream than it ever was before.  Managers, business owners and workers have all had to adapt.

The emergence of hybrid teams – a blend of remote and in-office workers – has created a new era of workplace dynamics. Effectively managing these diverse teams, balancing flexibility with structure and fostering collaboration while physically apart is challenging, and, four years on, businesses are still learning, adapting and modifying their approach.

This post looks at some approaches used by those businesses for whom the hybrid approach is working well:

Setting clear expectations

Clarity is paramount in managing hybrid working. Clearly defining roles, responsibilities, and expectations for both remote and in-office workers establishes a level playing field. Such transparency fosters a sense of ownership and accountability, regardless of geographical location.

Communication is key…

At the heart of managing hybrid teams is effective communication. Utilising a mix of communication tools, such as virtual meetings and collaborative platforms, ensures a seamless flow of information. This connectivity keeps team members, whether in the office or working remotely, aligned with the firm’s objectives.

Cultivating an inclusive culture

Inclusivity is a vital for successful hybrid working. Implementing practices like rotating meeting times to accommodate different time zones or preferences and ensuring fair participation in decision-making processes fosters unity among team members.

Leveraging Technology

Enhancing collaboration within hybrid teams benefits hugely from the strategic use of technology. Using collaborative tools and project management platforms enables seamless sharing of information, task allocation, and project tracking. This not only boosts productivity but also reduces the challenges associated with physical distance. There’s a fine balance to be struck here though – too much Zoom can be a really bad thing for productivity!

Regular check-ins and feedback

Maintaining strong connections within hybrid teams needs more regular check-ins and feedback sessions than may have been the case when everyone was in the same physical location. Managers scheduling one-on-one meetings with team members helps to create a space for discussing progress, addressing concerns, and providing constructive feedback, thus building robust relationships. They need to replace the ad-hoc ‘water cooler’ conversations.

Promoting a Flexible Approach

Flexibility is the cornerstone of managing hybrid teams successfully. Allowing flexible working hours and offering remote work options demonstrate a commitment to work-life balance, contributing to increased job satisfaction and employee retention. 

Some businesses are moving away from Hybrid working, or are finding some team members are asking to do so. By utilising the above approaches, you should be able to find and refine the best approach for your team and your business. If you have any concerns but feel hybrid working should be possible, we’d definitely suggest an open conversation with your team to ensure all parties are fully aware of any concerns or limitations. Then it’s got to be helpful to have a conversation with your HR advisor, who will be able to help you move forward.