Hybrid Working Pros and Cons

Necessity is the mother of invention, and the COVID-19 pandemic forced many business owners and managers to reinvent or adapt their working processes. Lockdowns catalyzed the widespread adoption of platforms like Zoom, Microsoft Teams, and Google Meet, transforming them into household essentials. As we move forward already halfway through 2024, it’s clear that many organizations are embracing a hybrid work model, blending office-based operations with remote work. This shift presents new challenges for managers in communicating with their teams effectively. 

Changes to working days

Some organisations now want employees to spend more days in the office. When making this change, it’s important to communicate these updates clearly and ensure fairness. For example, if one team is required to come in three days a week while another team must come in four days, there should be a clear explanation of the operational differences and why. This should be managed in a respectful, adult manner, explaining the reasoning behind these decisions and discussing any challenges, such as employees who moved further from the office after lockdown. A supportive approach is better than one that micromanages, where individuals are monitored closely and called out for not meeting the required days, as this can lead to understandable frustration and shows a clear lack of trust. Balancing fairness and operational strategy in this situation is crucial, particularly when it comes to maintaining morale. 

The Positives of Hybrid Team Working

There are clear advantages to working remotely, including environmental benefits and reductions in commuting time and costs. For many, working from home provides physical and psychological comfort, allowing individuals to control their environment and reduce stress. Online meetings have often proven more efficient, with fewer interruptions than face-to-face meetings.

The Drawbacks of Independent Working

However, independent working comes at a price. Many individuals miss the camaraderie, human interaction, and spontaneous moments of working together as a team. The energy, social exchanges, and opportunity to bounce ideas around in person are invaluable. While avoiding the commute is a benefit, the variety of different work environments is also missed.

Addressing the Challenges

Here are some key strategies for managing a hybrid team effectively in 2024

Manage Expectations and Communication: Regular and clear communication is crucial. Verbal communications should be backed up with written messages. Encourage senior members to communicate frequently to keep everyone informed and reduce anxiety caused by uncertainty.

Individual Check-Ins: Regularly speak to team members individually to understand their feelings about current and future working arrangements. Managers must tap into their empathetic skills, ensuring team members feel heard and valued. Recognise that not everyone may enjoy working from home as much as others do.

Consider Personal Priorities: Be mindful of employees’ other commitments, such as childcare or parental care. Demonstrating genuine care for your team’s personal circumstances is essential. Encourage managers to understand and support the unique needs of each team member. Some teams have found creative ways to stay connected, such as virtual brunch meetings.

Set Clear Goals: Establish clear goals and timescales for individuals and teams, and agree on measurement methods. Clarity is essential in times of uncertainty, begin by setting realistic and meaningful goals that align with individual strengths and aspirations.

Occasional In-Person Meetings: Consider holding meetings in the office occasionally or even in outdoor spaces to provide a change of environment and a chance to reconnect in person. Discuss how to make hybrid meetings work effectively.

Online Meeting Dynamics: Ensure best practices for meetings are followed, including effective chairing. Online meetings require attention to dynamics to keep them productive. Help leaders develop the skills needed to manage virtual meeting dynamics effectively.

Support for Returning Employees: Pay special attention to those returning from furlough, maternity leave, or new joiners. The onboarding or re-familiarisation process can be daunting, so help them connect with the team in meaningful ways. 

Leveraging Intuitive Coaching for Team Support

This approach helps create a supportive and nurturing environment where team members feel valued and understood. By integrating intuitive coaching into your management practices, you can:

Foster a Stronger Team Ethos: Build a sense of community and belonging, even in a hybrid work setting.

Enhance Resilience: Equip your team with the emotional and psychological tools needed to navigate challenges and changes.

Promote Well-being: Address the holistic well-being of your team, considering mental, emotional, and physical health.

In 2024, the hybrid work model is here to stay, and with thoughtful management we can leverage its benefits while addressing its challenges.