As hybrid work becomes an increasing norm across several industries, how do you ensure your team is optimizing that experience for success? Successful hybrid work involves not only trusting your team, but knowing they can self-monitor to a degree, as well. So, what can you do to help them, and you, thrive with this model of work? In this issue of The Pulse, we take a look.

1. Keep the team on fixed hours.

It’s tempting to be more flexible around scheduling when working from home. However, for the most part, hours should be kept the same as they are when in the office. This works in both directions; meaning employees should be expected to be in front of their computers during regular working hours and clocked out outside of them. Employees who find themselves constantly on, checking emails and other communications functions outside of regular hours, may be more susceptible to burnout and work-related stress.

2. Provide clear communication protocols.

Some employees do better with the at-home isolation than others. Regardless of their preferences, it’s important to ensure they all have clear and proper communication channels to stay in contact with leadership and each other. Promoting conversation and responsiveness, even on at-home days, is a must to foster a strong, effective team.

3. Encourage a clear at-home workspace.

Like previously mentioned, flexibility is one of the perks of the hybrid model. However, it’s still important for your team to keep a designated workspace with the proper equipment and ambiance needed to be successful. Things like good lighting, a chair with proper posture in mind, and a professional background are important.

4. Check in with your team about their experience.

Display curiosity, empathy, and openness in talking to your team about their experience with hybrid work, and encourage them to do the same with their coworkers. Due to the isolation aspect of hybrid work, it can be easy to miss how other people may be reacting to the ups and downs of their work. Proactive check-ins and being open to feedback and adjustments will go a long way.

5. Prioritize engagement.

Depending on the hybrid schedule, it may be easy for employees to become checked out, and therefore less motivated. More than sixty percent of employees feel that a connection to their organization’s mission or purpose impacts their intent to stay, so focusing on this engagement piece is critical for avoiding costly turnover.

Some ways to prioritize employee engagement as a leader are:

• Hosting team-building events
• Recognizing achievements and milestones
• Encouraging collaboration and brainstorming where possible
• Making use of in-office days for teamwork-based activities/tasks

In conclusion…

As a leader, ensuring your team thrives on a hybrid schedule is a challenge, but a worthwhile one for all the benefits it can bring. Be mindful and proactive, and you should be able to ensure everyone’s needs are met while boosting your team’s performance.