Managers can now return to work with greater confidence as the Coronavirus threat appears to have subsided. Employees enjoying greater autonomy and flexibility may disagree with this view and be willing to leave their jobs if the freedom they have gained is threatened.
The April 2021 research showed that 29% of employees were ready to make this critical step. A study from April 2021 showed that 29% were prepared to take this crucial step.
Business leaders’ expectations regarding office-based work have changed. In 2019, managers expected employees to spend 80% of their work hours in the office. This rate has now dropped to 10%. In 2019, anticipated managers and employees to spend at least 80% of their time in the office. This rate has fallen to just 10% since the end of the Covid era.
Hybrid work was the compromise solution that allowed employees and managers to get the best remote and on-site work. Although employees enjoy a better work-life balance, managers face many challenges when running hybrid teams.
- Communication opportunities – Fever
- Employees’ inability to keep track of their progress with tasks and projects
- Building strong relationships with other team members and cross-team collaboration is difficult.
You can quickly solve these issues with advanced solutions for monitoring activity. These apps show your employees’ productivity and progress on various projects.
Here are other strategies to be a successful hybrid team leader.
Empower your employees to control their workload.
To make your hybrid team highly efficient, ensure that you have a seamless communication system and clearly define priorities. You need to establish measurable objectives and clearly define responsibilities. After completing this process, use the employee tracking app records to assign the correct tasks to the appropriate people and track the progress made.
Allowing your employees to access their monitoring data will enable them to monitor their productivity throughout the day and adjust their workload accordingly.
It will increase employees’ autonomy and self-esteem, leading to higher engagement levels and better outcomes.
You won’t need to micromanage constantly, as you can easily access employee monitoring data.
Create strong relationships and a sense of belonging.
Creating tight-knit groups committed to the same vision and goals can be challenging. Remote workers can feel isolated and detached from the rest, which leads to anxiety and disengagement. They may also think they need to be included in decision-making and that managers prefer office-based workers because they’re more approachable.
It would help if you addressed serious concerns to create a culture of equity, respect, and trust. Every successful leader leads by example. If you want to establish trust with your hybrid staff, particularly remote employees, show them the following:
- You can count on them. You should always be ready to provide support and guidance when needed. Provide frequent feedback to employees, focusing on their strengths and helping them overcome work-related problems.
- You accept them and appreciate their work. Encourage your employees to express themselves and encourage open, honest communication. Listen to their comments and involve everyone in the process of making decisions.
- You are open to receiving feedback. Show your employees you’re open to feedback by giving them objective feedback often. This will help you to build trust with your employees.
- You will deliver. You cannot just make a promise that you will change your leadership style. You must demonstrate that you are committed to achieving the promised results. You will gain the trust of your employees if you do this. Create team rituals to help your employees get to know you and each other better.