How do you communicate and align expectations and goals in a remote and hybrid team?

1 Choose the right tools

Communication tools are essential for remote and hybrid teams, but not all tools are created equal. You need to choose the tools that suit your team's needs, preferences, and culture. For example, some teams may prefer video calls over email, while others may use chat apps or project management software. The key is to have a consistent and accessible way of communicating with your team, and to use the tools that enable collaboration, feedback, and accountability.

2 Set clear and realistic expectations

One of the biggest sources of frustration and confusion for remote and hybrid workers is unclear or unrealistic expectations. As an HR professional, you need to help managers and employees set and communicate clear and realistic expectations for their roles, tasks, outcomes, and behaviors. This means defining the scope, deadlines, quality standards, and deliverables of each project or assignment, as well as the communication frequency, availability, and responsiveness of each team member. You also need to ensure that the expectations are aligned with the organization's vision, mission, and values.

3 Establish SMART goals

Setting goals is not only a way of measuring performance, but also a way of motivating and engaging remote and hybrid workers. However, not all goals are effective. You need to help managers and employees establish SMART goals, which are Specific, Measurable, Achievable, Relevant, and Time-bound. SMART goals help remote and hybrid workers focus on what matters, track their progress, and celebrate their achievements. They also help managers provide constructive feedback and recognition.

4 Monitor and adjust

Communicating and aligning expectations and goals in a remote and hybrid team is not a one-time event, but an ongoing process. You need to help managers and employees monitor and adjust their expectations and goals regularly, based on the feedback, data, and results they receive. This means having frequent check-ins, reviews, and surveys to assess how the team is doing, what challenges they are facing, and what changes they need to make. You also need to help managers and employees communicate any changes or updates to their expectations and goals clearly and promptly.

6 Support learning and development

Remote and hybrid work can pose new challenges and opportunities for learning and development. As an HR professional, you need to help managers and employees support their learning and development needs and goals, as part of their communication and alignment of expectations and goals. This means providing access to relevant and flexible learning resources, such as online courses, webinars, podcasts, or mentorship programs. It also means creating a learning culture, where managers and employees share their knowledge, skills, and best practices, and seek feedback and improvement.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?