How do you support employee well-being and engagement in a hybrid structure?

The importance of clarity and transparency cannot be overstated in any organization, but more so in a nontraditional work environment. Aligning efforts toward achieving common goals and meeting expectations as a team in an efficient manner requires disciplined and consistent collaboration. An Agile approach to creating a team charter could be a great solution. The team charter should be a dynamic document that can be amended or updated as needed to adapt to changing circumstances or priorities as agreed by the team members. Involving team members in the charter creation process and regularly revisiting and updating the document ensures the team's buy-in and allows its members to stay focused, motivated, and aligned in their actions.

The first step is to be sure there is a clear strategy and a detailed plan, that is owned by the team. Individuals should know their individual roles, value add and where and with who they are to collaborate. Knowing what your role is, having clear plans and deliverables is key to well-being. Remember the diversity of communication - it is important that no one feels, left out, excluded. So this might require lots of different communication channels, informal and formal, use them. Connect - I have found virtual coffee hours, or working groups or other activities that are not directly aligned to a work product really helpful. In my experience these places gave me joy, I connected, I laughed, I relaxed and I felt a part of.

This is a big one. Giving your people space to enjoy life without feeling like work is well work. You want them to feel passionate about coming to work, working hard, but knowing that if they need an hour here or there its fine to go relax. So many companies have such strict rules regarding time management that it puts stress on people when something comes up. As long as good work is getting done, when and how much time is spent shouldn't matter.

Flexibility and autonomy is good - but so is engagement and connection. Each workspace has its style its culture, leadership influences that. Just remember the diverse individuals on the teams, some are introvert and some extrovert. Some mothers of small children, some lonely, some experience, some learning. One tool, one approach does not fit all. So allowing disconnects and personal space and time is key - so is connection and sharing when on a team. Be creative and adapt and learn and innovate - be sure to find ways to respond to all. Balance is essential.

People will disagree with this but I find it important to reward and recognize when it really matters. If its done too much it becomes fake. People can see that from a mile away then all other praise falls on deaf ears. But if you are using feedback as areas to improve and use recognize at the right times it can be empowering. It helps drive them to improve and work harder. Doing it too often with the "great job showing up to work today" has an opposite affect.

When a team has a shared plan, aligned to a vision and each individual knows their own role and the collective goal, team members feel involved. If plans are complicated and over detailed members might feel they have no idea where to add any value, what can they do. So be clear, find ways for all to be involved. As plans progress and individuals reach benchmarks, teams meet deadlines, outputs are produced, then celebrate. A clear plan with a measurement tool will make this regular work, not a once a month party. We all want to feel valued for our contribution, but we need to know what it is first. We also want to be valued for something... so be sincere and genuine - recognise and give credit when due.

In a hybrid world, ownership builds trust. Giving people decision making power over certain things lets them feel like a part of the business. Without it, it's very easy for them to coast along focused on getting to the end of the day. When they own the decision (good or bad) it makes them want to collaborate and build more trust with their managers.

Building trust and collaboration can be achieved by ensuring clear communication, providing the right tools for effective teamwork, and fostering an inclusive culture that values every team member's contribution. Encouraging regular feedback, recognizing individual and team achievements, and offering flexible work options can also enhance trust. Additionally, promoting a healthy work-life balance and providing resources for mental health and wellness are crucial for maintaining a supportive environment. By implementing these strategies, organizations can create a thriving hybrid workplace where employees feel valued, supported, and connected.