Leadership That Transcends Hybrid and Remote Work

By Matt Parker , Account Group Director

Before the pandemic, most of us worked in the office with our teams and direct reports. Working from home was rare; you either came to the office or took a sick day. Even a few years ago, despite having smartphones, laptops with cameras, and tools like WebEx, work and management happened mostly in person. Virtual meetings were just phone calls, and using cameras during meetings was uncommon. There were exceptions, but using technology to manage work from different locations wasn't the norm.?

Before I joined Situation, I worked for an organization with regional offices in major cities across the country. My team and I were all in the New York City office, which was the Northeast Region's headquarters. All regional offices reported to our corporate HQ in Florida. Our work often had us on the road for weeks each year, so we were used to working independently while reporting to supervisors who were either in the office or traveling. Throughout my twelve years there, all my direct supervisors worked remotely from different places. Although my team was physically in the office, we spent many weeks working remotely.

When the pandemic hit, and remote work became necessary, many of us struggled to find our footing as leaders. How do we foster a collaborative environment when we can only gather virtually? How do we ensure our direct reports feel supported and mentored? How do we uphold professionalism and work life boundaries when our home is also our office?

Now, as the global working culture is changing again and many organizations are enforcing a hybrid work style, other questions are being discussed in leadership meetings: Is hybrid and remote work the new normal? Will working remotely create an isolated workforce? Can we create a collaborative culture with a remote workforce? Is this the right thing to do?

As a leader of a hybrid team who works completely remotely, here are my two cents:? We can be just as collaborative and effective while working remotely or as a hybrid team. The core principles of how I lead my team have stayed the same, no matter where my team and I worked.

Here are the principles I follow:

Clear & Open Communication: I believe in clear and concise communication. Giving actionable feedback tailored to each team member ensures nothing gets lost in translation. Creating an environment where the team feels safe sharing concerns and ideas is crucial.

Set Clear Expectations: Defining roles, responsibilities, and goals for each team member, project by project, is crucial. Our communication and project management tools are helpful, but they can create confusion. It's important to set guidelines for work hours and response times.

Trust and Autonomy: Trusting and empowering the team to work independently is vital. I provide the necessary tools and resources and give them the autonomy to focus on results.

Flexibility: Adapting to the dynamic working environment helps maintain work-life balance while supporting our clients effectively. Life happens, and we adjust accordingly.

Regular Check-Ins: We schedule weekly meetings to discuss client work. We also have video chats throughout the week for quick discussions. Having set times creates reliable communication.

Performance Metrics & Professional Development: Offering skill development and career growth opportunities with specific, measurable goals is essential. Knowing where we're going and how to get there matters.

Make the Most of In-Person Meetings: Without a doubt, there is tremendous value in meeting in-person. The energy and the dynamic creates a space that isn’t easily replicable in virtual meetings. I visit the office at least once a quarter, and try to maximize facetime with my team. For my hybrid team, we try to schedule certain meetings in-person when we know that dynamic will help us reach the desired outcome.

Lead by Example: Managers must exemplify the commitment, professionalism, and work ethic expected from the team. I actively model effective remote work practices on a regular basis.

I feel lucky to have experienced remote management in my career and to have learned from great leaders. Every day, I strive to be an excellent manager for my team and leverage our remote/hybrid structure for mutual benefit.