Managing hybrid teams in an inclusive way
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MANAGING HYBRID TEAMS IN AN INCLUSIVE WAY
Recent years have forced many changes upon the workplace. Chief among them is question over ‘where’ work gets done.
JP Morgan is the latest global firm to add their voice to the remote working vs in-office debate, stating that all workers will be required to attend the office 5 days a week, beginning March 2025.
But it’s only one side of the story. A recent Bamboo HR study showed that 51% of employees prefer working remotely. Hybrid working brings certain benefits for a work-life balance, but it can also create more challenges when managing a team.
That’s why it’s essential for leaders to understand how to manage a hybrid team more inclusively. This skill has become one of the most important aspects of people management at work. In this blog, we’ll explore how you can do just that.
The benefits and challenges of managing hybrid teams
When managing hybrid teams, you are overseeing an uneven playing field. Some of your staff are based in the office; others work remotely. In the study mentioned above, almost half of those working remotely said they felt more isolated as a result.
There is a risk that remote employees may be left out of conversations or decisions made in the office. Your office-based staff could also perceive their remote colleagues’ productivity or work-life balance incorrectly. The worst-case result as a manager? A team divide.
7 tips to make your hybrid workplace inclusive
1. Design inclusive team meetings
To begin, gather employee feedback to determine how team meetings could best work for everyone. Make sure all members of your team have an opportunity to share their insights. Take care to be respectful of each individual’s circumstances. Then, tailor a solution that works for everyone.
Video conferencing tools are a great way to get started. They give your remote workers face-to-face interaction with their colleagues and help them feel included rather than a detached add-on. Before each meeting, distribute an agenda so everyone can prepare.
Deeper dive: How to make your meetings work for everyone
Make hybrid meetings more inclusive by:
- Ensuring a strong internet connection - to avoid any miscommunication.
- Directly addressing remote participants, asking them for their input.
- Share a clear agenda in advance.
- Try to keep all follow up conversations online - rather than informal ‘watercooler’ chat.
Positive team management like this can also help to support colleagues’ mental health and wellbeing. Inclusive meetings can have knock-on positive effects on morale, productivity, teamwork and innovation. These are all essential factors for successful teams.
2. Give every team member a voice
Make sure everyone is heard. In a meeting, for example, you may start by mentioning that you would like everyone to contribute and value everyone’s opinions. Restrict the number of interruptions, especially for colleagues joining online.
Asking open-ended questions is an excellent way to encourage people to share their insights. You could even try to structure involvement during the meeting. Try giving everyone a set role or agenda item to introduce and discuss.
3. Understand that all employees have different work experiences
Treat each team member as an individual. Coming into an office where you interact with colleagues is a different experience from working at home. So, talk to your employees about their experience working remotely. Ask what does and doesn’t work for them. Then, you can focus on retaining the positive experiences while improving on the negatives.
4. Create opportunities for informal conversations
Unplanned informal conversations help to build team connections and improve morale. They also support mental health and a positive workplace culture. That’s why creating opportunities for informal interactions between remote and co-located employees is a great idea. Ideas include:
- Virtual Monday morning coffee chats.
- Friday afternoon drinks.
It could be as simple as inviting people to stay online at the end of a meeting for a more relaxed conversation.
5. Involve all staff in team communication
Unplanned in-person meetings between office staff can alienate your hybrid staff. As such, remind your office-based staff to use the agreed communication channels for all work-related conversations. If possible, use video conferencing tools so your remote workers can interact face-to-face with their colleagues.
6. Have regular one-on-one catch-ups
Regular one-on-one meetings with remote staff give you a chance to check-in. For your remote team members, they can be an essential lifeline to you and the workplace.
Postponing these meetings can make your remote workers feel disconnected and underappreciated. Make sure you’re allocating time and attention to all of your team.
7. Give staff a sense of purpose
Regardless of where they are working, ensure all employees understand the organisation's purpose. They should see precisely how their role and individual results contribute. Communicating the big picture keeps your employees invested in the overall vision of the organisation. This approach gives the team a greater sense of purpose.
How to create an inclusive workplace with a hybrid work model
Understanding how to manage a hybrid team inclusively means changing many old management habits. Gone are the days of in-person meetings dominating your schedule. Now, you should arrange both formal and informal get-togethers that include all staff members. Let your remote staff know how their work contributes to the team.
Virtual meetings are the norm, whether you work in the office or at home. Hybrid work arrangements shouldn’t prevent positive employee engagement.
Making a conscious effort to improve diversity, equity and inclusion, you can master the hybrid work environment. The result will be a motivated and connected team that feels genuinely appreciated.
Learn more about how to manage a hybrid team: