3. maintain an empathy-first mindset

As your organisation heads into the uncharted territory of managing a hybrid workforce, it’s important to maintain an empathy-first mindset. Business leaders aren’t the only ones struggling with shifts in working conditions — so are your workers. To top it off, many employees are simultaneously dealing with life issues, such as caring for aging parents and homeschooling children.

Team leaders must realise that developing a hybrid workplace is going to take time and some adjustments will likely be necessary. There are, however, several things your company can do to minimise the impact on its workers.

build effective feedback channels

It’s critical to develop an effective way to measure employee sentiment while building a hybrid model. Consider using various feedback channels, including pulse surveys and employee forums, as well as developing a process for your employees to address their concerns and challenges.

Team leaders should also schedule frequent check-ins to give workers access to one-on-one conversations where they can discuss both work and life challenges. Consistent communication with the team will help team leaders assess workers’ well-being and identify any issues they may be having.

maintain flexibility

The Indian-based company, Infosys, recognised one of the benefits of hybrid work options is the inclusion of more women in the workplace. This benefit will only hold true if your team leaders maintain an empathy-first mindset that allows some flexibility when it comes to remote work.

Since building a hybrid workplace is a work in progress, team leaders shouldn’t assume that they understand the challenges your workers are facing. The reality is that the pandemic has spurred a desire for a healthy work-life balance. In fact, a recent Randstad study showed that 62% of employees would leave their current job for a less desirable position if it offered greater flexibility.

To eliminate the risk of increased turnover, leaders must allow for some level of flexibility within the hybrid work schedule. Leaders must also discuss work-life challenges directly with their workers before trying to offer any type of resolution.

reduce burnout

Team leaders must take proactive measures to avoid employee burnout. Start by reducing the number of virtual meetings held by only holding meetings that are necessary to team performance. Instead, use other communication and workplace management tools to keep your team connected. Additionally, consider setting ‘do not disturb’ times for your team to encourage undisturbed productivity. For example, Citigroup has Zoom-Free Fridays to ensure their workers have at least one day to focus solely on individual work matters.

4. focus on inclusivity

Maru Flores, Global Collaboration and Client Productivity Services leader at Ford, recognises that “The key thing about a hybrid workplace model is making sure workers in the office and at home feel equally connected to the workplace.” However, maintaining inclusivity in a hybrid workplace can be quite challenging. The most important step is for leaders to understand these challenges and to find ways to create an equal work experience for both remote and onsite workers.

develop synchronised communication channels

One of the biggest challenges of inclusivity in a hybrid work model is team communication. It’s quite easy for conversations to happen onsite without the pertinent information being communicated to remote workers. After all, in-person communication has been the way of work for most workers’ entire careers. To overcome this challenge, leaders must readjust their mindsets pertaining to workplace communication and invest in a suite of digital tools that allow for seamless communication between team members.

create inclusive meeting spaces

No matter what type of hybrid work model your organisation develops, there’s a strong likelihood that many meetings will include a mixture of remote and onsite workers. With this expectation, be sure to create collaboration spaces that are ideal for hybrid meetings.

For example, Google has created ‘campfire meeting’ spaces that include a mixture of seats and screens in a circular design. Screens are placed close to eye level to give the appearance of a traditional in-person meeting. While creating such elaborate meeting spaces may not be in the company’s budget, it’s important to ensure your teams have the tools and equipment necessary to create meeting spaces that promote inclusion.

promote employee recognition

Studies show that employee recognition programs can produce 2.5 higher engagement rates. Investing in employee recognition or tailoring your current program to a hybrid work model can be a great way to display inclusivity in the workplace. Consider offering regular recognition options that are tied to a benefits program or hosting virtual recognition meetings that involve the entire company or department.

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