Employee preference for hybrid workplaces over traditional ones is apparent. A Gallup
report reveals that 42% of workers had hybrid workplaces in February 2022, while 39% did all of their work remotely. According to a report by Owl Labs, the percentage of workers who chose remote work increased by 24% in 2022 compared to the previous year. Furthermore, the same report emphasizes how 66% of the respondents would immediately begin looking for a new job if this freedom were to be taken away. This clearly shows how workplaces will never look the same as they did in the pre-pandemic era.
As a result of this change, organizations now need to be ready to manage remote workers. However, when you can’t see each other every day, it becomes challenging to maintain trust and synergy within the team. To solve this problem, leaders must pursue a few practical skills that can enable them to get the most out of a distributed team.
Here are some actionable tips for becoming a successful hybrid leader without
Practice empathy at the core
The success of hybrid work models can be attributed to flexible and empathetic leaders.
However, as per a recent Accenture study
, only 29% of employees actually believed that their managers had their best interests at heart.
To that end, realistic models and actions exhibiting empathy and concern in practical
situations are required to close the gap between employees and employers. For example, early burnout detection and finding a way to support the employee can go much beyond just offering the facility of consulting with mental health specialists as a yearly non-monetary benefit. This can help the team become more empathetically connected and empower the workers to produce better results than expected.
Bring in flexibility for the team
Over 73% of employees are looking for flexible work options in order to stay with a
company, according to a Microsoft survey
of more than a million employees worldwide. The future team will demand flexible options, so the leaders must be prepared for a
hybrid work model.
Giving employees more control over their work schedules, leveraging technology for a
more efficient workflows, and providing crucial training for completing tasks even when working from home are all examples of how leaders can advance the notion of flexibility. To create an equilibrium model, all of these must be put into practice while closely observing the output level.
Develop a workable system
According to the aforementioned Accenture study, the right questions could assist leaders in creating a practical and integrated model that works for both hybrid and remote employees. It is imperative to establish clear expectations for the required results while assisting staff members with the long-term vision and objective.
A working model that thrives even in the hybrid space must support employees to be a part of such a system and make it work for them. Culture also plays a crucial role in creating a workable hybrid system. Leaders must take the lead in enabling the hybrid work model by being more proactive in daily check-ins with their teams, trying to realize the best outcomes possible.
Always carry a personal touch for building trust
In the workplace, people respond to people and not titles, and this is what constitutes a great team. In the current environment, adding a personal touch is crucial to the success and effectiveness of a hybrid workplace.
Due to hybrid or remote workplaces, in-person meetings during coffee breaks are no longer possible. Therefore, leaders must devise strategies to help their teams develop a sense of confidence in their leadership and the team. A leader needs to project the image of being trustworthy and approachable.
According to a study
, 63% of workers don’t trust their managers, and another study shows that over 70% of managers are afraid to discuss difficult topics with their staff. Stepping out of your shell and lending a helping hand is the right approach to tackle this complexity. More frequent check-ins, letting employees talk about their personal struggles, and supporting them through burnout can all contribute to trust- building and increasing retention rates.
Brainstorm and solve together
When employees are a part of the inner circle of the larger work scheme, they always perform better and participate more. This is along the lines of the Hawthorne Effect (born out of the Hawthorne Experiments), which says that individuals perform better when they are observed, noticed, and supervised.
Consider this; it is much more effective to solve a problem as a team while soliciting suggestions and solutions during a team call as compared to assigning it to one person or handling it yourself. This clarifies how team members respond to these circumstances and discussions. It further makes hybrid working more efficient and useful because it serves as a great way to foster team bonding while encouraging ownership and critical thinking.
Indeed, the leadership’s response to the evolving workforce’s needs today and in the
future is key to driving business success. At Pierian Services, we help organizations promote individual growth through flexible, customer-focused services and models. Get in touch
with us to learn more about our People Practices