Four Remote and Hybrid Team Management Hacks We Learned So Far

When people were told that remote work was going to be the new normal for a while, few teams saw this as a walk in the park. Fortunately, as it is with most things in life, employees adjusted and remote work became easier as the months went on. However, even as the pandemic draws to a close, it appears that remote and hybrid work is here to stay. 

Even though it seemed unlikely just two years ago, working from home appears to have found its footing in the business world. Several studies suggest that employees prefer these working schedules to a nine-to-five in-office work week. Thus, as remote and hybrid teams become the new business norm, it might be beneficial to see what we've learned about their management so far. 

Daily meetings: A bit of structure

When in the office, employees know when to clock in and when to clock out – the time between these two points is reserved for work. This is not the case with remote and hybrid work models. In these cases, employees are given the freedom to organize their workday as they see fit – some will complete their tasks in the morning, while others will work late into the night. Even though this may sound ideal, less organized workers may run the risk of falling behind when using these models. 

Because of this, it’s pivotal for a company to schedule daily meetings for its remote and hybrid teams – a sort of lightning progress report. While they don’t need to run long, they should be conducted on a daily or weekly basis, making the employees aware that they are still required to perform and make progress on their projects.   

Communication: The ground rules

Making the transition from in-office work to a remote or hybrid model requires adjustment, especially in the domain of communication. As the employees are not physically present in the office, face-to-face meetings are no longer the go-to option. This working model also entails a certain degree of unavailability – employees are not there every time managers need a status report. Because of this, remote and hybrid work models should come with a few ground rules when it comes to communication.

The first requirement of remote work entails choosing an online business platform to communicate through. Each business should choose one best suited for their company and include a training seminar so that all the employees have ample time to get acquainted with it. Once this is complete, it's crucial to discuss employee availability – there should be set working hours that everyone agrees on. With a transparent schedule and a sound platform to manage remote teams, the company should be set for success. 

Micromanagement: What to avoid

Thus far, the article has discussed how remote and hybrid models may affect lower-tear employees working from home. However, it’s failed to mention that these models are an adjustment for upper management as well. When the employees are out of the office, management has to make a few compromises. 

More often than not, the management sector expects employees working from home to have the same schedule as they would in the office – this is, unfortunately, unlikely to happen. When working remotely, people tend to organize their work differently. While employees' schedules may be at odds with management's expectations, it's the result that counts. If the employees are making headway, it's pivotal not to micromanage their work week. In the end, the daily and weekly reports will speak for themselves. 

Teambuilding: An online event

Remote and hybrid work models come with a wide array of benefits. However, they come with a few downsides as well. One of the most important components of any business environment is employee interaction – how employees communicate and build a safe and fulfilling workplace. Unfortunately, if conducted incorrectly, remote and hybrid work may seriously damage the company environment. 

It's crucial for Human Resources and Management to understand the importance of employee interaction and work to maintain it even in remote and hybrid models. While scheduling daily meetings is a start, HR should also work on creating online events and teambuilding exercises to boost morale and employee interaction.   

If one thing is for sure, it’s that remote and hybrid work models are here to stay. While some businesses, like content creation companies, have already implemented these models, some are not yet ready for these transitions. Nevertheless, as this is a sure part of both the near and distant future – it is undoubtedly worth looking into now.