Are you getting promoted into a new managerial position in a hybrid team? Or is the team you’re already leading shifting to a hybrid work model? Both scenarios can be challenging, sometimes even a bit stressful.
From communication and psychological safety, to managing performance and sharing feedback, we listed here 5 articles that can help make the transition smoother, by providing information, advice, and best practices.
In this article, Martine describes common challenges of teamwork in hybrid settings under what she calls “the 5C Challenges” (Communication, Coordination, Connection, Creativity, and Culture), and explains how they can be overcome through a checklist.
We like Martine’s method of using a checklist, because it turns abstract concepts into tangible ones, and makes them feel less ‘scary’ for leaders trying to get things right.
2. The Four Essential Dynamics of Hybrid Work by Jeremie Brecheisen, Anna Truscott-Smith, and Ben Wigert
The authors explore in this article the different dynamics of hybrid work: Engagement and Wellbeing, Fairness and Inclusion, Trust and Productivity, and Relationships and Culture. For each dimension, they provide an action list for leaders, with steps they can take to get their teams on the right track. As Gallup resources usually go, this article is backed with a good amount of data, giving more context to the challenges of hybrid work.
Only one team member needs to be working remotely for their team to be considered a remote one, and for leaders to re-think the team’s ways of working. Inspired by the Agile Manifesto (2001), we wrote down in this article how leaders should consider communication, documentation, sharing feedback, routines and rituals, meetings, and collaboration in their remote or hybrid team. Our “This over That” format simplifies what needs to be done, and what needs to be avoided.
4. What Psychological Safety Looks Like in a Hybrid Workplace by Amy C. Edmondson and Mark Mortensen
Psychological safety is a vital determinant of a team’s well-being and performance, and it is especially important in remote and hybrid teams, where trust is difficult to establish.
Mark Mortensen (our Future of Teams Conference keynote speaker) and Amy Edmonson, two thought leaders on the topic, explore in their article what psychological safety means in hybrid settings, and what leaders should do to implement it strategically.
Traditional one-size-fits-all measurements of performance don’t work well in hybrid settings, as some metrics are irrelevant to flexible workplaces (for example, how many hours were spent working). The authors of this article discuss how to adapt performance evaluations to hybrid and remote work models, and share their recommendations on getting them right.
We hope these articles will help lead your hybrid team, and learn how to consider the different aspects of this work model.