4 ways employers can effectively manage hybrid and remote teams

We’re living in a post-pandemic world where hybrid and remote working is ‘the new normal’. Four years ago, (yes, it really was that long ago!), the UK went into lockdown due to the rapid spread of the COVID-19 virus. Employees swapped their desks for dining tables, and the world of work as we knew it changed forever.

But, with 83% of organisations currently offering hybrid working, it’s safe to say this once rare working model is set to stay.

While hybrid, as well as remote working, can offer it’s challenges, the fact that it has been so widely adopted by a number of businesses suggests that the positives far outweigh the negatives.

Data from CIPD states that 38% of organisations say that more home and hybrid working has increased their organisation’s efficiency, while almost half of employees (46%) say that their colleagues are more productive thanks to the introduction of hybrid working.

For those on the look out for a new role, flexible working is proving to be a key consideration, with 71% saying that being able to have a flexible working pattern is important, and 69% saying that the ability to work remotely is essential.

So, it looks as if hybrid and remote working is set to stay! But how can employers effectively manage their teams when they’re away from their desks?

In this post, we’ll explore:

• Four steps you can take to ensure your employees get the most out of hybrid or remote working
• The ways you can implement a hybrid or remote model while maintaining the productivity of your business

Establish clear methods of communication

When employees work remotely, or on a hybrid basis, those (sometimes valuable) side-of-desk conversations disappear. But that doesn’t mean the end to communication all together. Businesses can take advantage of tools such as Microsoft Teams, Google Meet and Slack to ensure there are easy ways colleagues can get in touch with each other.

Many of us will already be familiar with video calls thanks to the pandemic. This form of communication can be equally as effective as face-to-face conversations, and could even limit the distractions often caused by those random side-of-desk chats that can sometimes divert you from the task at hand.

Face-to-face interaction is still important though. While those who follow a hybrid-working model will likely have at least one day per week in the office, companies could organise regular team away days or socials for fully remote teams. This gives employees the opportunity to communicate in person, and could be a chance to discuss any key updates that are better communicated in face-to-face.

Encourage collaboration

The absence of an office environment doesn’t mean you can’t still work collaboratively! Encouraging collaboration is a great way to ensure remote colleagues feel part of the team, and to make sure everyone is included.

If your company offers hybrid working, you may want to schedule a regular team meeting or idea generation session when everyone is in the office. Shared office days can help, too. That way your team members can make the most of face-to-face communication while also enjoying the flexibility and efficiency that remote working offers.

For fully remote teams, there are many different ways you can encourage collaboration. Use virtual whiteboards for an interactive ideation session, or take advantage of video calls to discuss ideas and share updates.

Be sure to listen to your team, too! The way your business works ultimately impacts your employees the most, so regular check-ins and team surveys can help capture their feedback on hybrid and remote working models, and can enable you to make any appropriate changes that may improve ways of working.

Provide necessary work resources

Make sure your hybrid and remote employees have access to the tools and resources they need to do their job effectively, safely and comfortably.

Many employers conduct a home-working risk assessment for employees who work from home. This ensures staff are set up in a way that allows them to work safely, for example, a suitable desk space and chair. This can minimise the risk of employees suffering my sedentary job-related conditions in the future, such as poor posture and back pain.

If their role requires internet access, make sure your team have access to good Wi-Fi, and if they need access to intranets, servers or VPNs, make sure they are set up correctly before they work from home as access issues can be disruptive (and frustrating!).

These steps all seem basic, but you’ll be surprised how many teams aren’t set up adequately. These simple considerations will ensure hybrid and remote workers can do their jobs effectively, supporting the productivity of your business.

Promote work-life balance

Working from home can offer flexibility, better productivity and can mean reducing or completely eliminating the dreaded commute – I mean, what’s not to love?! Despite the many benefits, working from home can make it difficult to maintain a healthy work-life balance.

When employees are in the office, they’re more likely to take a lunch break as they often will need to go out to grab some food, or may head out when their colleagues do. When you’re home alone, it’s easier to continue working without a break, letting the day pass by without taking some well-deserved time away from the screen.

Hybrid and remote employees may also find that their work and home like appear to be merging into one, with laptops and work equipment taking up kitchen surfaces, and the absence of a commute meaning employees are staying online later than usual, eating into their evening.

Promote a better work-life balance by setting clear start and finish times, and encouraging your team to stick to this unless absolutely necessary. Encourage regular breaks, and actively promote an active lifestyle outside of work to ensure employees feel comfortable doing so, too!

Conclusion

Hybrid and remote working can be beneficial for so many reasons. It can offer flexibility for those with commitments outside of work, reduce commute times, and increase productivity. But it is essential that organisations put clear guidelines in place to ensure employees know what the expectation is when working outside of the office.

To summarise, below are four key ways you can effectively manage hybrid and remote teams:

• Establish clear methods of communication – this could be via video calls or instant messaging tools, and we recommend scheduling regular face-to-face meetings (away days, ideation sessions, etc) to allow teams to collaborate and communicate in person.
• Encourage collaboration – schedule regular team meetings, either by video call or in person, so opportunity to collaborate is always in the diary. Book in team socials, too. These are a good chance for hybrid and remote teams to get together face-to-face and get to know each other outside of a pressurised work environment.
• Provide necessary resources – make sure your team have everything they need to do their job remotely. This includes good Wi-Fi, access to servers and VPNs, and suitable home-working equipment.
• Promote work-life balance – make sure employees are taking regular breaks, and encourage them to work during their agreed working hours to eliminate work eating into valuable personal time.

For more tips and insights into managing teams, or more client-specific recruitment advice, visit our blog.