How to successfully manage a hybrid workforce

As the years roll on, we will all notice a specific trend. Articles, blogs, and reports questioning whether hybrid working is sustainable will peter out. While pieces exploring the most efficient hybrid workforce management techniques, will rise to prominence.

This is because, while there have been several new challenges, hybrid working is the future of work. It affords employees the flexibility to work in a manner which suits them best.

Whether entirely on-site, fully remote, or a hybrid combination of the two, workers want options. And employers are quickly discovering that if they do not have a competitive hybrid workforce policy, they will struggle to fill vacancies and retain staff.

More than a fad

Looking at various hybrid workforce statistics indicates that the vast majority of individuals surveyed (83%) prefer a hybrid model. But only 26% of CEOs have a strategy in place to adapt accordingly and invest in changing how and where we work [source: Accenture].

That said, the same reports also highlighted that individuals who were working in and out of the office are at risk. Because they are subjecting themselves to increased output, longer hours, and feeling burnout and disconnect from working in silo [source: WHO].

What is hybrid workforce management?

Good hybrid workforce management is a skill that employers will need to adopt very quickly. It’s the ability to implement a successful hybrid workforce model, that is equitable for employees no matter where they are working. For those looking to improve their skills, we have formulated a series of tips for promoting productivity in a hybrid workforce.

Provide a welcoming culture

When it comes to a hybrid workforce, for both new hires and veteran employees, it’s easy to feel disconnected. Workers going through the onboarding process won’t have the opportunity to just wave at an entire floor of staff to be introduced. And similarly those currently employed won’t have the ability to quickly get to know who has just joined.

But with a good communication process, immersive company culture, and welcoming digital onboarding, it’s much easier to connect your staff, and fill them with a sense of belonging. That way nobody feels ostracized, left out, or unsure of who reports whom.

Include your workers in your future plans

Company-wide transparency is something we should all be striving for. That doesn’t necessarily mean overwhelming your staff with constant information and updates that don’t feel relevant. Instead, transparency is being open about the company’s future. More specifically, how you intend to cater to future virtual working plans.

Employees like consistency. It generates a dependability and reliability that instils confidence and trust. It allows workers to focus their attention on their tasks and responsibilities, because they are happy that management are considering all angles. Consistency can be interpreted as staying still or doing the same thing, but in this case, it’s the assured ability to tackle whatever appears on the horizon successfully. Every time.

Rethink how meetings are held

Meetings have been a staple of workforces around the world for as long as we’ve been inhabiting office buildings. And with the arrival of new technology, organizations assimilated the tech to fit the meeting model. So, you’d see the inclusion of individuals phoning-in, and later video conferencing. But these advancements never truly affected the meeting structure itself.

Naturally, meetings can’t be jettisoned altogether, they simply need to be rethought. Heading into a side room for a quick chat, for example, is not the same as an hour long zoom call; which can lead to meeting fatigue and impact productivity. Utilizing chat software, such as Slack, Teams, etc. is a great way to keep people connected and avoid the dreaded “this meeting could have been an email.”

Assign targets and trust your teams to complete them

To ignite innovation, teams need to feel empowered. Because autonomy gives your staff the room to explore, the courage to try new things, and the promise that their ideas will be heard. But innovation is like a flame, it’s easy to smother. As such, it’s important for managers to define outcomes and then let the team deliver.

To achieve this, requires a shift in mindset. Rather than positioning yourself as an overseer or supervisor, management need to act like coaches. Trust your workers’ expertise and self-governance to deliver the results you need and expect. While providing support to keep them on track where needed.

Don’t ‘spy’ to gauge productivity

It’s in every members of staff’s interest to see productivity increase. Because, without sounding reductive, the business keeps each worker employed, and its survival is crucial. But there’s a stark difference between supporting workers to achieve this and continuously tracking employee movements.

Nothing stifles trust and wastes more time than spying on employees. Because employee surveillance is expensive, unreliable, and limited in scope. And on top of that, it signals to employees that their output pales when compared to some idealized version of how to work. What should be explored are the many methods and indicators of where employees are struggling, and then offering avenues to help get them back on track.

Prioritize self-care

Encouraging self-care is paramount. Many are able to exit an office building and leave their job in the rear-view mirror, but that’s significantly harder when your office doubles as your house. It’s all too easy to logon and get a few things done outside of working hours, and this directly leads to fatigue and burnout.

This may sound counterintuitive, but some employees need to hear the phrase “Relax, it’s just a job.” When you’re present, give it your all and do your best, but boundaries are important to achieve a healthy work-life balance and can be the cornerstone of successful hybrid workforce management.

Make sure you check our agenda for a look at the talent speaking at UNLEASH America 2023.