3 Ways Managers Can Improve Hybrid Work
Make no mistake: Hybrid work is here to stay.
Remote work rapidly entered the mainstream during the shutdowns of Covid-19. Now that knowledge workers have had a taste of work-from-home, most are uninterested in returning to the traditional in-office Monday-Friday, 9-5 model. As long as unemployment remains at near-bottom lows, workers will continue to have the power to choose roles that offer the autonomy they desire. And, as Millennial and Gen-Z employees continue to rise the office ranks, expectations for flexibility will only become more widespread.
While individual contributors have gravitated towards flexible positions, leaders and managers have struggled to adapt to this seismic shift. It is significantly harder to manage remote and hybrid versus in-office employees. When employees aren't in the office from 9-5 every day, performance becomes less focused on hours spent in the office and more on output. Instead of attendance, today's top performer is ranked by their ability to deliver results.
Based on our research at Vistage, remote work has not negatively impacted customer satisfaction and employee productivity. So, the good news is, customers don't see drop-offs when employees aren't in the office. Still, the research shows leaders believe remote work has hurt collaboration, culture, communication, and accountability. And these are major hurdles bosses must tackle.
To support this fundamental change in the way we perform and perceive work, managers must cultivate deeper relationships and communicate clearer expectations. While there's a learning curve to managing today's hybrid workforce, those who master it stand to unleash maximum productivity and boost retention rates, which can yield lasting results.
The following are three ways managers can unlock the benefits of hybrid work:
1. Determine the right mix.
By designating the types of work that are best done in specific environments and empowering employees to leverage the workspace that fits their specific needs, leaders can boost productivity. Work-from-home tasks are those that are best done individually without the distractions of a commute or office chatter, like data entry or writing. In-office days are best suited for collaborative work, such as creative brainstorming and team meetings.
2. Cultivate trust and open communication.
For hybrid working relationships to thrive, managers must cultivate trust and open communication. One-on-ones can take place over video or in person, but a rich interpersonal relationship needs to exist between managers and their direct reports. Managers must take responsibility for setting the tone of this relationship and encourage employees to share their goals, wins, and losses regularly. Some leaders have found that for every three virtual check-ins, they like to have one in-person meeting with their direct reports to help build a more authentic connection.
3. Create reasons to come together in person.
In-person time is still the best way to foster communication, culture, and collaboration. However, the benefits of coming together have to be more than just perks like Taco Tuesday or free cereal -- there must be clear expectations for the types of interactions that will take place and the type of collaboration that will happen. By creating a strong office culture and designating time for in-person interactions, employees will see enough of the benefits of coming together to put up with the annoyances of their commute. When leaders shift the narrative from "required roll-call" to fostering a collaborative culture, employees will be less resistant and more eager to participate. And the culture, collaboration, and communication will carry into work-from-home days too.
The hybrid environment is not going away. Despite what leaders may or may not prefer, today's workforce is empowered and expects flexibility. Should a leader choose to mandate five days in the office, there will be some workers who gravitate toward that, but there will be many others who gravitate toward their next opportunity. Leaders and managers must embrace the hybrid environment and accept the realities that go with it. By doing so, you can truly unleash workforce productivity.