Hybrid
work is here to stay for many organizations—and it comes with some pain points.
Here are three key challenges managers of hybrid teams face and how to take on
each one.
Aligning schedules. Rather
than establishing fixed in-office days, focus on critical times for in-person
presence, such as onboarding, busy periods, and key meetings or projects.
Clearly communicate why these moments are important so employees understand the
reasoning and accept the policy.
Building a strong
culture. Sustaining corporate culture with less in-person
time is difficult. Reframe your approach by appealing to employees’ desire to
help others. Highlight how their presence supports their coworkers, customers,
and clients. Make in-person time more valuable by fostering meaningful
interactions and connections through mentorship programs and client meetings.
Ensuring productivity. Favor
supportive, transparent check-ins over micromanagement and surveillance. Tie
employees’ roles closely to specific deliverables and provide regular feedback.
And don’t overlook your own development: Take advantage of training
opportunities your company offers and get together with your peers to share
best practices and discuss challenges
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