Is your team moving from fully remote work to a hybrid model? Having some employees still working from home, while others are back in the office, is becoming a common way of managing the ongoing impact of the pandemic on work, school, and child and elder care. In addition, some organizations have broadened their hiring strategies to include workers who are based in other regions of the country or even internationally. Individuals in this situation may never visit the physical office.
As the world of work continues to develop a hybrid style of doing business, keep these tips in mind:
- Follow policy. Anyone who is back in the office should be following the organization’s safety protocols (such as wearing a mask in designated areas). If your organization has a vaccine mandate, confirm the steps employees must take to comply.
- Be fair. Some people may want to return to the office, while others may be reluctant to disrupt what has become a comfortable and perhaps more productive routine. In addition, individuals who are immunocompromised or live with someone who is maybe less comfortable with returning to the workplace. Consider a fair way to manage the workload so that everyone who wants to keep working remotely can (if your company offers this option). If some time in the office is mandatory, try to accommodate your team’s child care and other personal obligations when possible.
- Keep meetings virtual. Make sure everyone is in attendance at key meetings, regardless of where they are located. Unless you are certain that every attendee will be in the office, keep it virtual.
- Be aware of time zones when scheduling meetings. Figure out windows of time that will work best for staff in each of the time zones represented. If there is no way to work around all time zones, vary the schedule so that the same people aren’t always starting early or staying late.
- Create a level playing field. Working remotely may make it harder to develop workplace relationships or participate in mentoring opportunities. As a result, remote workers sometimes find it more difficult to advance within their organization. Consider ways you can create opportunities for growth for fully remote or hybrid workers. Make sure you spend one-on-one time with each of your employees, either in person or via phone call or video conference.
- Encourage boundaries. Many people struggle to set limits on their hours when working remotely. Remind employees that it is important to create boundaries between work and home life in order to manage stress and address personal needs. The best way to get this message across is to lead by example.
- Allow flexibility. Empowering employees to create their own hybrid or remote work schedule isn’t just a nice thing to do. It may lead to greater productivity, less stress, and increased availability to customers. If your team has typically worked a traditional nine-to-five schedule, consider establishing a baseline of core hours during which employees should be available some or most days of the week.
- Be objective. When evaluating employees, focus on the quality of the work they produce, not the location from which they are producing it. If you tend to view hard work as equating to “more time spent at the office,” you may want to consider changing your perspective.
- Respect differences. While child or elder care is a common reason people may prefer to work from home, it shouldn’t be the only criteria. Some individuals may feel more productive when working remotely, regardless of their work-life balance needs. Ask employees about their preferences and do what you can to accommodate them. Remember, results are what matter.
- Make time for fun. Did your team have a monthly video luncheon when everyone was working from home? Continue the practice now that you have a hybrid team. Virtual trivia and bingo games are other ways to maintain morale and build rapport.
- Keep an open “door.” Make sure employees know they can ask questions or talk to you about concerns. Schedule time for employees who work remotely to have “drop-in” virtual chats or spontaneous phone calls.