Hybrid working: does it really work?
The pandemic saw the world put on hold. At the time, we saw vast numbers of people having to leave the office and resort to working from home. After a while, some employers began to recognise that working from home had its positives, such as saving money on office rent costs for starters!
Two years have passed since the world came to a halt. Since then, there has been a dynamic shift in how workforces conduct their working days. For some offices, life has returned to normal. However, in other workplaces, they have embraced a new form of working: hybrid working. This blog delves into the reality of leading a hybrid team and how you can do so successfully.
How has hybrid working impacted the world of work?
Think back to the first wave of the pandemic. Working from home commenced for millions of us, and to begin everyone seemed to agree that the change had been for the better. Some even demanded it as a permanent change from their employers. They argued that the new ways had increased productivity and efficiency. The old ways had been the most common way of working in the country for generations. Now they seemed old and archaic.
A recent survey conducted by the Office for National Statistics showed that, “In February 2022, 84% of workers who had to work from home because of the coronavirus pandemic said they planned to carry out a mix of working at home and in their place of work in the future.” For now, the way we work has changed. Long hours, rigid schedules, and old ways of working have been replaced by ways that allow for more flexibility.
Is hybrid working completely positive?
Unfortunately, a knock-on effect of this new way of working is that leading a hybrid team is progressively more complex. Team leaders need to ensure that they are managing a team that works collaboratively and consistently.
The challenge lies in having to do so while some work from home and some are in the office. Employees’ needs will be different depending on whether they work from home or the office and their personal preferences and working styles. For a team to thrive, leaders need to be flexible in their approach to managing and maintaining a high-performing team.
The benefits of hybrid working
Hybrid working isn’t the same as remote working. Hybrid working is the idea that some work is done from home, but employees also come into the office on a regular basis. A hybrid workforce has been shown to improve productivity and collaboration. With fewer people being in the office on any given day, the workplace will be less of a distraction to output while also allowing opportunities to connect and collaborate in person.
Employees often have more independence and ownership over their work. In many companies, they are now given more opportunities to make decisions on their own - although there can be challenges finding opportunities to influence wider decision-making if the same informal corridor and coffee break conversations are not taking place.
The most common benefit of hybrid working is the opportunity to work from home and find a better balance across all areas of life. For some employees, technology can enable a more even distribution of work responsibilities. This has resulted in a more balanced workweek.
And let’s not forget the ever-increasing fuel and transport prices. Working from home eliminates the need to commute to an office 5, sometimes 6 days per week. This allows employees to save time and money and increase their personal flexibility.
The challenges to hybrid working as a leader
Managing and leading a team that works collaboratively involves coordination and organisation. This can be challenging with hybrid teams as naturally, working relationships form between those that work together regularly in person. This is different from those who work from home more often. It is a leader’s role to keep bridging together virtual working relationships between all. Keeping the connection going between those in the office and those from home can prove a hard task.
We also can’t ignore the fact that while employees enjoy working from home, mental health issues need to be considered. We are social beings but for some who suffer from depression or anxiety being isolated at home away from a team can further enhance those negative emotions. This brings new challenges that most team leaders haven’t had to deal with previously.
There is continued pressure on leadership to manage a hybrid team. You are central to keeping the team together and continuing productivity. This is made harder when your team is spread about all over the place and the day to day opportunities for checking in on people, picking up on undercurrents in relationships and potential conflicts in the team are more limited.
How to lead a successful hybrid team
Many people wonder what it takes to be a leader of a hybrid team. The answer is a lot of hard work and dedication.
All leaders must be able to adapt to their team's needs while also setting a clear vision and direction for the team. This requires emotional intelligence, strong communication skills, strategic thinking and an ability to deal with conflict. Strong, compassionate leadership means being able to adjust and change plans when things don't go as expected but also be able to empathise with their team members' concerns, as well as being able to balance the needs of their team with the needs of the company.
A hybrid team leader faces unique challenges compared to traditional managers. This requires a different leadership style and skillset, especially in a work environment that is continually fluctuating.
In the world of hybrid working, leadership requires an ability to motivate the team as a whole, as well as communicate effectively with all members and creating a shared sense of purpose and vision that can help to unite them when distance acts as a barrier. Not forgetting the ability to navigate the challenges that come with managing people in multiple locations. Most crucial of all – making sure everyone is included, regardless of work pattern, that they are heard and recognised and continue to have opportunities to have impact, influence and to develop themselves and their connections with colleagues.
What next?
Hybrid working is still relatively new and is continually evolving. Leading a hybrid team is challenging and complex and places increasing demands on leadership capability across organisations.
We provide support through coaching and consultancy to help leaders develop the ability to inspire and motivate their teams. We are passionate about enabling leaders to grow and develop while recognising their own strengths.
Our work is tailored to your needs and can include team coaching, leadership development and team development facilitation (including helping teams reconnect in person and develop and workshops as well as our executive and leadership coaching for individuals.
If you would like to discuss your requirements and explore which approach would be best suited to you, let’s talk.
