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Author: Kaitlyn Brandt
You're allowing your employees to step into a hybrid work model, but what's next? How can you make sure you're doing it right? How do you know if your employees are productive and satisfied? You probably have many unanswered questions, but all of the answers you need are right here! Find the Top 5 Best Practices for Managing & Implementing Hybrid Work, Important Factors to Consider, and a number of helpful sources to help you feel confident as a manager of a hybrid team.
Top 5 Best Practices for Managing & Implementing Hybrid Work
Introduce Clear Targets
As a manager, it's important to set realistic and detailed targets. Three clear targets to set are timeframes, communication protocols, and performance metrics. To keep employees happy, these targets must be well-known and understood by all hybrid and remote employees. This can prevent employee mishaps or mistakes, which avoids unnecessary involvement of the Human Resources department. Insightful mentions that by creating clear rules and expectations, employers can create an environment where hybrid work is successful and productive, aiding employees to have a strong work ethic outside the office.
Prioritize Work-Life Balance
Take into consideration that 71% of employees feel as though hybrid work improves their work-life balance (Robin). If you're worried about employee turnover and the weighing cost it can have on your company, making work-life balance a leading organizational value will increase your likelihood of keeping employees happy and loyal.
3. Have Trust In Your Staff
You were able to trust your employees in company property, to behave themselves and follow through with activity. That trust should stay the same as your employees work remotely. Brendan Ellis mentions in "5 Things You Must Know When Leading Hybrid Teams" that only 3-4 hours out of a 7-8 hour work day are even used productively. This statistic alone should let you know that employees are willing to work hard if they are able to have that extra free time to complete tasks around the house versus wasting time in the office. Human productivity will remain the same in one area to the next, especially when a task has a deadline or is repetitive. If you can't trust your staff to work remotely, you might be questioning your reason for hiring them at all.
4. Offer Support
Hybrid and remote work are new to everyone. Companies all over the world are still trying to figure out what implementations work best for them. Employees who work in a supportive and uplifting atmosphere are more likely to be productive, loyal, and trustworthy. Insightful offers 3 tips to ensure your support as a manager:
Establish transparent remote work policies
Encourage team spirit and create opportunities for social interaction and bonding
Recognize and accommodate the diverse needs and preferences of remote workers
5. Make Work Fun!
This concept might seem unprofessional, but in reality, employees and people in general need interaction. Working remotely can take away from some of those needs, and it is important to create a sense of connection for those who aren't physically in the workplace. Create virtual events that are open to everyone, whether it's during lunch breaks or at downtime throughout the day. Employees can chat about their favorite books, movies, or weekend activities. Monitask's "How to Set Up an Online Party for Remote Employees" generates a list of creative ideas for remote parties or activities to bring coworkers together. Some professionals even suggest holding a themed lunch party to create a sense of community away from the office (Harvard Business Review). There is a time for seriousness in the workplace, but there is also a time for connection and mental well-being.
Important Factors to Consider
Employee Monitoring - Remotely
"12.7% of full-time employees now work exclusively from home, while 28.2% work on a hybrid model" - On the Clock
Allowing employees to work remotely does promote flexibility, but too much flexibility can cause productivity and accountability issues. Three important factors to consider are promoting accountability, protecting sensitive information, and facilitating team collaboration. Working from home gives employees the ability to be comfortable in their workspace and get multiple things done at once. However, employees who aren't under successful monitoring policies can be up to 18% less productive. Work to find the correct balance for your office between rules and flexibility. This may take some trial and error, but it will be worth it for both you as a manager and your employees.
Building Employee Trust
"6 in 10 employees want more structure around their company's hybrid work policies and in-office expectations" - Robin
If you are struggling to trust your employees who are working remotely, focus on giving them constructive feedback and recognition for things they do well. Following through with these practices can aid in creating a productive mindset and introduce areas for improvement. Managers are working to set monthly feedback sessions to connect with employees and set them up for remote success. Finding the structure that works best for your employees and office culture can help you avoid unnecessary trust issues early on. Also, remember that building trust can take time, but you should also feel confident trusting your employees... these are people you hired for a reason!
Helpful Sources:
Robin "Hybrid Work Models and Schedules: Examples, Benefits and Challenges"
Harvard Business Review "How to Manager a Hybrid Team"
Insightful "How to Monitor Remote Workers' Productivity & Boost Motivation"
On the Clock "How to Monitor Employees Working from Home Like a Pro"
Monitask "How to Set Up an Online Party for Remote Employees"
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