Along with putting human life at stake, Covid’19 also brought new challenges for businesses and organizations. It has affected all parts of human life throughout the world. And its impact on the workforce is also hard to ignore. The pandemic snatched the jobs of many employees and created huge unemployment in most places around the world. But most employers came up with new ideas to ensure their business operation runs smoothly, and having a hybrid workforce is one of such techniques.
A hybrid workforce indicates the workforce with many employees working remotely and the other working inside the office premises. A hybrid workforce negates the idea of a 9 am to 5 pm job and pushes employers to opt for the more effective working manager while considering the importance of human life. As a result, the majority of organizations have moved towards a hybrid work model. But along with benefits, this technique also possesses a few drawbacks and challenges. And how to manage a hybrid workforce is a huge challenge in itself.
So, the same question arises here, “how to manage a hybrid workforce?”. Well, as difficult as it sounds, a hybrid work office is not extremely difficult to manage. However, a few good tips in this regard can be extremely helpful. So, to make work easier for employers, we have listed down a few good tips on hybrid team management that will be a great help for all employers.
Some Effective Tips to Manage a Hybrid Workforce
Trust is the most important component of every relation in the world, and the relation of employee and employer is no different. And in a hybrid office model, maintaining trust becomes more challenging. That’s because employees are dispersed. They are not at the same location under the same rooftop.
Moreover, in an article published by Harvard Business Review, most businesses suffered from trust crises while managing a hybrid workforce. The employees were unaware of the business's operations and other business-related information, which reduces their confidence and trust in employers. Lack of trust means lack of organizational ownership, and the employees do not feel connected. Besides, in a physical office, employees continuously interact with each other and their managers, etc. It creates a good bond and trust between them. But being continuously in touch while working remotely is not possible. That’s why trust is an integral part of managing a hybrid workforce. And organizations must never lack in it. Instead, they must form various techniques and plan well to ensure better trust.
Aligned Goals and Expectations
Having aligned expectations and goals is another important component to build a hybrid workforce. To make employees productive and the hybrid work environment better, organizations must have shared goals and expectations. Organizational goals must be communicated to employees both working inside the office and remotely. No biases should be drawn between both. Tell the team members about the projects. What are managers planning? Communicate deadlines and other business-related details. Inform about the manager and executive goals. All team members working under the same project must have shared goals. They must know about every work-related detail. And in a hybrid office concept, having shared goals is extremely vital.
Besides, employees may even have different time zones, and there might be inconsistencies between managers and subordinates. And it is the prime duty of managers to address these issues. Send everyone daily reminders and updates about the clients and projects. You can use various platforms for this purpose. Thus, the work won’t be too hectic. Moreover, you should also look for various procedures and plans. Make sure to stick to the most effective practice.
Right communication is the key to managing a hybrid workforce. When employees work from different locations, maintaining good communication becomes hard. They cannot coordinate well in video meetings, and the communication with both the employees and clients will suffer. You may even lose customers. So, what strategy to use here? And how to maintain a hybrid workforce meaning?
The techniques are simple. It does not require lengthy procedures. Managers must form detailed project information, employee and team tasks, deadlines, and all necessary information. Deadlines must be communicated at the beginning of the project. This will minimize misunderstanding. Besides, any changes in the project should be timely communicated. Moreover, employers must also look for various internal communication tools, for instance, collaboration software with videoconferencing, automated notifications, instant messaging, and more features.
Switch to Deadlines and Targets Instead of Work Hours
Avoid following the traditional method in which employers consider employee work hours instead of deadlines to analyze their productivity. An employee may work the whole month with no absentees, late comings and still fail to meet deadlines. That’s why judging employee dedication and productivity based on his physical presence in the office is not the right choice to make. So, what to do here? In hybrid team management, employees’ performance should be judged based on deadlines and milestones. Managers must set a target for the employees and give them a deadline. The goal is to meet the target irrespective of how many hours they work. It is the key to managing a hybrid workforce.
So, follow the tips above to manage a hybrid workforce and maintain a productive and good work environment. Moreover, along with the above tips, organizations also have a bunch of other options to follow. For example, like in hybrid team management, the employers can still offer practices like an office hoteling system if employees need offices for in-person meetings. But make sure to plan well; otherwise, all the efforts will go in vain.
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