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Check List For Managing a Hybrid Team

We’ve offered a simple rating scale for you to evaluate how you think you personally are, or your organisation is doing. Complete the checklist below, or download a PDF version here.

Focus on Employee Wellbeing…

…by putting the physical, mental and emotional needs of the team as a top priority. Show you care by leading with compassion and empathy.  Ask your team/colleagues: “How are you doing/how are you today?” Listen to what is being said, notice any signs of being overwhelmed or burnout, offer support, and check in regularly because circumstances change. Aim to create a culture where breaks are encouraged and respected.

Make sure people feel safe and know that you are looking out for them, whatever their work location.

Learn Together

Take a team growth mind-set approach, be open to learning as you go, keeping two way communication flowing with and across the team, whilst collectively evaluating how things are going and adapting as needed. Value curiosity, sharing knowledge and know how, embrace challenge and allow a mistake to be a chance to change, ask “What can I/we do differently to make this work better next time?”

Be Engaging & Inclusive

Talk about how the organisation’s values can be brought to life through hybrid working, which behaviours will matter the most? Make sure everyone feels involved, included and engaged regardless of role or location. Be intentional about creating space for inclusive conversations for all, as well as discussing and agreeing new ways of working together. Discuss and agree ways that give the team a sense of belonging and helps them stay meaningfully connected, wherever they are working and encourage a culture where social support thrives.

Prioritise with Flexibility in Mind

Uncertainty is the new certainty; take the lead in setting the context for priority deliverables so that the whole team knows what’s important and that being nimble makes for high performance. ‘Monday check-ins’ and ‘Friday check-outs’ between remote and in-person employees, might be a good way to keep everyone on the same page, rehearsing how to brief and de-brief efficiently, whilst creating the agility and flexibility to pivot if something comes in from left field.

Implement a Meaningful Communication Process…

…that is frequent and transparent; discuss this with the team, asking what will work for them and who needs to be in on which decisions. Share an understanding of how work days will be structured, considering the impact of flexible working options like compressed hours, flexible start and finish times, home versus office days. Agree ways of bringing remote and office based workers together to avoid an artificial two-tier hierarchy emerging that reduces engagement and collaboration.

One Size Might not Fit All

Be mindful of generational differences, Gen Z, Gen X, Millennials and Baby Boomers may all have different needs and expectations, be curious and ask questions, make sure everyone has a chance to speak in virtual meetings. Encourage visibility and openness in the team culture, avoid the risk of ‘proximity bias’ and a prevailing view that office workers are more productive; aim for all team meetings to be on MS Teams/Zoom to create a level playing field and enable felt fairness to prevail.

Have Fun

Whilst we all rely on the tools and technology to connect us in a hybrid world, we need to bring it all to life as a team and make it matter by connecting in meaningful ways. Ask the team to devise rituals to connect during the day and week when there is no agenda other than to check in and connect socially, creating a sense of community. Be mindful of the different needs of introverts and extroverts; voluntary virtual coffee breaks, lunch stop gaps and Friday socials could be part of the mix, allowing people to pop in and out with no expectation other than saying hello and finding out what the new puppy has been up to.

Practice Self-Care

Often referred to as the oxygen mask approach, which is important for your own sense of wellbeing and check your own work/life balance. Be connected and engaged yourself, know what’s going on in the leadership and management team, keep the bigger picture and perspective in mind and ask for help if you feel you need it.

Having reflected on your ratings, if you are not getting beyond an ‘average’ score in some or most areas, think about the impact on your business’s ability to retain key talent and the implications for your employer of choice reputation and brand. Investing in your talent, especially your leaders, is even more important now for securing the skills and capability base that lead the way in a post pandemic workplace characterised by extreme flexibility and hybrid work.

Read our latest article about Hybrid Working the Next Big Disruptor – Are you and your team ready to make it work?

If you’d welcome some additional input and ideas for your own action plan, contact Liz McGivern on +44 (0) 7798 797311, lmcgivern@KAexecutivesearch.com for an informal conversation. Liz is more than happy to share experience and insights about what clients are doing in this space.

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