5 Leadership Tips For Remote And Hybrid Work Success

Return to work policies are emerging daily, many leaders are sensing the tension between the remote and local office workforce. Wondering how this affects the types of leadership and management approaches you can use to address the stresses these changes bring? Check out these tips for setting up your in-person and remote workers with a plan they can use on their own while encouraging collaborative workflows.

Tips for leadership and management in remote and hybrid environments.

The way we work has changed dramatically, and it is likely that many of these changes will become permanent. Leaders and managers need to adapt their style to fit this new landscape and provide a genuine and custom leadership approach for each and every employee to feel included, valued, and respected. Here are some tips for doing just that:

1. Communicate, communicate, communicate

In a remote or hybrid environment, clear and frequent communication is essential. Your team members need to know what you expect from them and how they can best support each other. Check-in regularly with individual team members to see how they are doing and address any concerns they may have. Collecting concerns isn't enough - share concerns and the actions that you intend to implement to bring feedback full-circle and ensure that everyone is engaged and committed to the outcomes.

2. Be flexible

With team members managing return to the office, childcare, resuming the commute, and decreased productivity with returning to office teams, you will need to be flexible in your approach. Be open to new ways of doing things and allow your team members to work in a way that suits them best - while still achieving your desired outcomes.

3. Encourage collaboration

In a remote or hybrid environment, it is important to encourage collaboration between team members. This could involve setting up regular virtual coffee catch-ups or brainstorming sessions. By working together, team members can support each other and come up with creative solutions to problems.

4. Show empathy

We are all under a lot of pressure and can sometimes find that our personal or professional lives get out of balance. To support each other, set up a time to check in with your colleagues, go for lunch together and take time at the end of the day to email team members to ask how they are feeling.

5. Demonstrate equity

Recognize the perceived or real imbalance between remote and in-person workers. Ensure that both parties are being treated equitably during meetings. Is there balanced air time? Are documents readily visible to both groups? Are both groups easily seen, heard, and understood? Are side-conversations and social connection opportunities being offered fairly amongst the entire group.

What can we do to help remote workers succeed?

There are a few key things that any leader or manager can do to help their remote employees succeed.

First, it’s important to set clear expectations. This means being clear about what needs to be accomplished and when it needs to be done. This will help avoid misunderstandings and provide a solid foundation for expectations.

Second, schedule regular check-ins. These can be weekly or bi-weekly check-ins via video call or phone call. This will help ensure that everyone is on the same page and progress is being made.

Third, encourage communication. This means creating an open and honest environment where everyone feels comfortable communicating with each other. Creating psychological safety for individuals who are fearful, stressed, and uncomfortable is a key success factor in highly productive hybrid teams.

Fourth, provide adequate resources. This means making sure that your remote employees have everything they need to do their jobs effectively. This could include access to certain software or tools, as well as training and development resources.

Finally, offer support when needed. We all need a little help from time to time so it’s important to offer support when needed. This could include things like coaching, employee support programs, or simply a listening ear.

Conclusion

It's no secret that the past year has been tough on everyone and there is a lot of stress and anxiety around the idea of returning to the office. Equally, there is a lot of excitement and energy for some returning to the office. The very first step for leaders is to be self-aware of their own bias about wanting (or not wanting) to go back into the office. Then, being genuinely curious about wanting to learn about everyone's emotions as they return and help customize of their leadership approach to the INDIVIDUAL, rather than a broad sweeping approach for the entire organization.

Ultimately, every company and situation is different, so it's important to find an approach that works for you and your team. With some careful planning and consideration, the return to office life can be a smooth transition for everyone involved.