Has attempting to accommodate remote, hybrid and onsite employees been an area of concern in recent years? You’re certainly not alone as employees across geographies and industries have been forced to learn how to work in entirely new ways over the last two years. With their proven ability to be productive anywhere, there’s almost no turning back from hybrid work models.
We’re here to help by discussing five of the most pertinent ideas to keep in mind when supporting your hybrid employees.
- Learn Your Team’s Preferences
There’s no one-size-fits-all preferred work method. Be it a busy coffee shop or a tranquil office, employees will be most productive where they feel most comfortable.
Take inventory of what the employees on your team prefer. If an employee prefers onsite work, then great — there isn’t much to change! If an individual leans toward hybrid work, then it’s important to welcome this openly. Make sure that all team members are aware of your openness to whatever mode of work will work best for them and maximize productivity.
It’s hard to say whether the days of working five days a week in an office will ever be the norm again. And keep in mind, the trends and demand for different working arrangements will continue to fluctuate in the pandemic aftermath, so it’s unlikely an employee preferring one working style currently, whether in-office, hybrid or remote, will want that mode of work forever.
- Confirm No Members Feel Unseen
When employees are hard at work online, they may sometimes feel like their labor and achievements fly under the radar. This sensation can lead to burnout, lack of engagement and loss of trust with their employer.
To counter this thought, it’s imperative to proactively praise employees’ achievements and ensure no one feels forgotten. This can come in the form of an encouraging message or email, clarifying you’ve have noticed all their hard work, or even a shout out in a video call.
- Don’t Overcompensate When Unnecessary
We know plenty of employees have become familiar with the dreaded phrase, “this meeting could’ve been an email.”
As a business leader managing a hybrid workforce, it can feel like the only way to really connect with them is to provide main discourse over a video call. When the content discussed within the call is brief, however, or information previously known, the call can feel redundant. Try asking yourself if the information being shared is something that would call for a physical meeting, too. If not, an email will probably suffice, and employees will reach out if further direction is required.
- Allow Tangents in Communication
One of the main concerns employers have with flexible or fully remote work is the inability of employees to focus on projects with the concentration a peaceful office can bring. Working from outside of the office is bound to bring new distractions that sometimes offset productivity.
This shift, however, isn’t all bad. Employees will still crave social interaction lacking from not being in the office and may get sidetracked with other hybrid employees also wanting to socialize. This is natural and should be encouraged to convey your ability to recognize the need for purely recreational conversations. While there is certainly still a balance to be maintained, tangents in communication are natural and healthy.
- Ensure Employees Have All Tools Needed to Succeed
All employees likely have different technological setups at home; some may have a surplus of materials to get their work done, while others may have been relying on office equipment to complete their tasks.
As a leader, it’s vital not to assume all employees have the proper set-ups at home. Determine those who may require some assistance from IT or other teams to acquire all necessary technology and other resources to succeed.