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What are some of the best practices and tools for managing remote and hybrid teams?

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Ian MacRae

Work psychologist and author of books on the psychology of work, leadership, digital communication and emerging…
Chris Whaley

Team Performance Coach and HR & Project Management Consultant | Founder@ EscapeToExpand.com | Facilitator | Speaker
Leslie Fox

Outreach and Engagement Manager, STEM Workforce Development at Oak Ridge Institute for Science and Education

1 Set clear goals and expectations

One of the first steps to managing remote and hybrid teams is to set clear and realistic goals and expectations for each team member and the team as a whole. This will help you align your team's work with the organization's vision and strategy, as well as measure and reward performance. You should also communicate the expectations for how the team will work together, such as the frequency and mode of communication, the availability and responsiveness of each member, the roles and responsibilities of each member, and the norms and values of the team culture.

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Ian MacRae

Work psychologist and author of books on the psychology of work, leadership, digital communication and emerging technology. Workplace psychology research & consulting services.
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Create a standard performance management framework where you discuss: Short-term goals Long-term goals Required objectives Recent Success & Lessons Learns Challenges or Blockers Resources or Support Needed Use a consistent framework and document regular performance management conversations. These don't need to be extensive or beautifully published reports, they can be brief, point form discussion notes that serve two purposes: 1. Prepare you and team members for regular check ins. 2. Document progress which can be revisited later. Use the same framework with every team member. The content will be different, but the structure should be consistent.

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2 Use the right tools and platforms

Another key factor to managing remote and hybrid teams is to use the right tools and platforms that enable collaboration, communication, and productivity. Depending on your team's needs and preferences, you may want to use a combination of tools and platforms, such as video conferencing, instant messaging, project management, document sharing, feedback, and recognition. You should also ensure that your team has access to the necessary resources and support, such as technical assistance, training, and security. Additionally, you should evaluate and update your tools and platforms regularly to ensure that they are meeting your team's needs and expectations.

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Ian MacRae

Work psychologist and author of books on the psychology of work, leadership, digital communication and emerging technology. Workplace psychology research & consulting services.
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Communication, scheduling and documentation tools are critical and everyone on the team must have access to the same tools and platforms. There needs to be shared and commonly understood standards for which communication tools are preferred (Eg. Slack, Teams, Telegram, Discord, Email, etc.) both for urgent and non-urgent communication. Everyone must be working on the same software that is comparable and accessible for everyone in the team. A huge amount of time can be wasted on documents with incorrect permissions, team members working with incompatible software, and poor information-sharing processes.

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3 Build trust and rapport

Managing remote and hybrid teams also requires building trust and rapport among team members and between team members and managers. Trust and rapport are essential for creating a positive and supportive team culture, as well as for enhancing engagement, performance, and innovation. To build trust and rapport, you should foster frequent and meaningful communication, both formal and informal, among team members and between team members and managers. You should also encourage feedback, recognition, and appreciation, both individually and collectively, as well as celebrate successes and milestones. Moreover, you should create opportunities for social interaction and fun, such as virtual coffee breaks, happy hours, games, and quizzes.

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Chris Whaley

Team Performance Coach and HR & Project Management Consultant | Founder@ EscapeToExpand.com | Facilitator | Speaker
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Consider bringing the team together in person at least once per year. This will allow better individual connections and give time to work on key topics together (strategy development goal discussions, team development, etc.). And some fun together as well!

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4 Empower and support your team

Managing remote and hybrid teams also involves empowering and supporting your team to work autonomously and effectively. Empowerment and support can boost your team's motivation, confidence, and ownership of their work, as well as their ability to cope with challenges and changes. To empower and support your team, you should delegate tasks and decisions appropriately, based on your team's skills, interests, and potential. You should also provide coaching, mentoring, and feedback, as well as learning and development opportunities, to help your team grow and improve. Furthermore, you should check in regularly with your team, both individually and collectively, to offer guidance, assistance, and recognition.

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Leslie Fox

Outreach and Engagement Manager, STEM Workforce Development at Oak Ridge Institute for Science and Education
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Regular check-ins that are not always focused on tasks and progress reports matter too. Make time to check in on the person and their interests outside of work. Just as we used to talk about the cool new restaurant in town, the latest movie or new book, or that dream summer vacation at lunch or at the coffee machine, build those discussions in to strengthen team relationships and support the whole person. You may learn about an interest or skill set that can lead to a new or expanded growth area for both the business and the employee.

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5 Adapt and innovate

Managing remote and hybrid teams also means adapting and innovating to changing business needs and customer expectations. Adaptation and innovation can help your team stay relevant, competitive, and agile in a fast-paced and uncertain world. To adapt and innovate, you should monitor and analyze the market trends, customer feedback, and performance data, as well as solicit input and ideas from your team. You should also encourage experimentation, risk-taking, and learning from failures, as well as reward creativity, initiative, and improvement. Additionally, you should involve your team in the change process, by communicating the vision, rationale, and benefits of the change, as well as addressing the concerns and challenges of the change.

Managing remote and hybrid teams can be rewarding and fulfilling, if you follow some of the best practices and tools that we have discussed in this article. By setting clear goals and expectations, using the right tools and platforms, building trust and rapport, empowering and supporting your team, and adapting and innovating, you can create a high-performing and engaged remote or hybrid team that can deliver exceptional results.

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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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What are some of the best practices and tools for managing remote and hybrid teams?

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1 Set clear goals and expectations

2 Use the right tools and platforms

3 Build trust and rapport

4 Empower and support your team

5 Adapt and innovate

6 Here’s what else to consider

Employee Engagement

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