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How do you manage remote teams effectively in a hybrid work model?

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The hybrid work model, where some employees work remotely and some work in the office, is becoming more popular as businesses adapt to the changing needs and preferences of their workforce. However, managing remote teams effectively in a hybrid work model can pose some human resources management challenges, such as communication, collaboration, engagement, and performance. How can you overcome these challenges and ensure that your remote teams are productive, motivated, and aligned with your business goals? Here are some tips to help you manage remote teams effectively in a hybrid work model.

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1 Set clear expectations

One of the key factors for successful remote team management is setting clear expectations for your employees, both remote and in-office. This includes defining the scope, deadlines, and deliverables of each project or task, as well as the communication channels, frequency, and protocols. You should also establish the roles and responsibilities of each team member, and how they will coordinate and collaborate with each other. By setting clear expectations, you can avoid confusion, misunderstanding, and conflict, and ensure that everyone is on the same page and working towards the same objectives.

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2 Communicate regularly and effectively

Another essential aspect of remote team management is communicating regularly and effectively with your employees, both individually and as a group. You should use a variety of communication tools, such as email, chat, phone, video conferencing, and collaboration platforms, to keep in touch with your remote teams, provide feedback, answer questions, and resolve issues. You should also schedule regular check-ins, meetings, and updates, to monitor progress, share information, and discuss challenges and opportunities. However, you should also avoid over-communicating or micromanaging your remote teams, as this can undermine their autonomy, trust, and morale.

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Robbi Johnston

Strategic Advisor, Partnerships Leader, Small Business Owner
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Ensure you aren’t communicating more with the those in your own situation. Too often, managers get comfortable with those in office or those in hybrid mode due to proximity or shared experiences. Push yourself as a leader and encourage your team to engage in communication across all vehicles.

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3 Foster collaboration and teamwork

One of the main human resources management challenges of the hybrid work model is fostering collaboration and teamwork among your remote and in-office employees. You should create opportunities for your remote teams to interact and work together with their colleagues, both formally and informally. You can use online collaboration tools, such as shared documents, whiteboards, and project management software, to facilitate teamwork and co-creation. You can also organize virtual team-building activities, such as games, quizzes, or social events, to strengthen relationships and rapport among your remote teams.

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Robbi Johnston

Strategic Advisor, Partnerships Leader, Small Business Owner
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Creating a management plan up front can help leaders stay accountable to this. Often, the virtual audience is an afterthought. Being very purposeful of the hybrid plan and ensuring equity for both groups should be a part of how you rate your management effectiveness, so set those targets early and evaluate often.

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4 Engage and motivate your remote teams

Another challenge of the hybrid work model is engaging and motivating your remote teams, who may feel isolated, disconnected, or undervalued. You should recognize and appreciate the efforts and achievements of your remote teams, and provide them with incentives, rewards, and recognition. You should also encourage and support their learning and development, and provide them with opportunities to grow and advance in their careers. You should also solicit and act on their feedback, suggestions, and concerns, and involve them in decision-making and problem-solving processes. By engaging and motivating your remote teams, you can boost their satisfaction, loyalty, and retention.

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Robbi Johnston

Strategic Advisor, Partnerships Leader, Small Business Owner
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One aspect we try to encourage with our team is making fun events a hybrid interaction, so no one feels left out if remote. Adding fun questions and ice breakers for the entire team to engage ensures that everyone feels included in the “inside joke” and not like they are on the outside looking in. This is essential in a hybrid environment.

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5 Measure and improve performance

The final tip for managing remote teams effectively in a hybrid work model is measuring and improving their performance. You should use objective and relevant metrics and indicators to evaluate the results and outcomes of your remote teams, and provide them with constructive and timely feedback. You should also identify and address any gaps or issues in their performance, and provide them with coaching, mentoring, or training as needed. You should also celebrate and share their successes and best practices, and encourage them to learn from their mistakes and failures. By measuring and improving performance, you can ensure that your remote teams are delivering quality work and meeting your business expectations.

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6 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?

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How do you manage remote teams effectively in a hybrid work model?

1

2

3

4

5

6

1 Set clear expectations

2 Communicate regularly and effectively

3 Foster collaboration and teamwork

4 Engage and motivate your remote teams

5 Measure and improve performance

6 Here’s what else to consider

Business Operations

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How do you manage remote teams effectively in a hybrid work model?

1

2

3

4

5

6

1 Set clear expectations

2 Communicate regularly and effectively

3 Foster collaboration and teamwork

4 Engage and motivate your remote teams

5 Measure and improve performance

6 Here’s what else to consider

Business Operations

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