After more than a year of pandemic, and the adoption of telecommuting in millions of companies around the world, it is clear that hybrid work teams are here to stay. What previously seemed difficult to implement, or directly unimaginable, today is part of this new normal: part of the staff working in the company’s facilities, and another from their homes.
Of course, this means additional challenges to one of the most important roles a business owner must play: leadership of teams. This includes promoting efficiency and productivity, but also talent management and motivation.
How to handle these hybrid teams? What are the new practices that we must incorporate? Here’s what HR and organizational development experts have to say.
It is impossible to work with the previous regulation. It is essential to review aspects such as the hours of connection of those employees who do home office , the new mechanisms for the registration and mobile control of attendance , the schedules of meetings through videoconference platforms, and also the hours of disconnection.
The transition to hybrid work teams creates discomfort and tension. For this reason, it is important that the leader of the company dedicates time to explain the new modality , listen to the doubts and opinions of the different areas, and think about concrete solutions before the new problems . At all times, we must promote diversity.
One of the points that most complicates remote work is the lack of self-management and decision-making skills on the part of some employees . But it is not just about telling them that, from one day to the next, they will have more responsibilities, but about training them, giving them more tools and building trust between them . Always with pre-established agreements on the responsibility of each area and each employee to meet their work objectives, in a timely manner.
Today more than ever, the best leaders must convey a sense of calm and control over the situation . But above all, that vision that crises are great opportunities to grow, generate new ideas and develop more adaptation skills.
Rule # 5. Define mechanisms for greater transparency
With dispersed teams, more conflicts can arise related to workload, measuring progress and project results , or determining responsibility for a problem (for example, customer service). The best option is to work with collaborative work platforms , which include messaging functions, allow file exchange and keep track of each stage of a project.
Virtuality has meant enormous benefits for companies, both in terms of productivity and costs. But we must not underestimate the need for human contact to strengthen ties between teams . With all the necessary sanitation and security measures, or organize periodic meetings between collaborators in open areas of the company , so that they can see each other, talk and share experiences and points of view.
In a climate of uncertainty, and in the transition to new ways of working, it is extremely important that employees feel that they have the possibility to speak with their bosses at any time. Perhaps the WhatsApp of the owner of the company or of his direct boss is not the ideal channel, but a specific email address to answer comments, complaints and suggestions.