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Leadership and Hybrid Team Management

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Leadership and Hybrid Team Management

If you find managing a hybrid team challenging, you might find this article from Zahra Abdullah useful.

Managing hybrid teams has recently emerged as a key leadership development area. Since early last year many companies have been communicating the importance of returning to the office and have been encouraging employees to spend a minimum of 2-3 days a week at the office interacting with other workers. 

Here are some of the top questions for leaders that have emerged in our coaching conversations:

  1. How many days per week should an employee be in the office? What is the ideal number?
  2. What is the best way to manage resistance associated with returning to the office?
  3. What is the best way to manage a hybrid team?

I always encourage leaders to consider the above questions from two different perspectives:

First perspective: “What is best for the business?” 

Figure out the real needs of your business. What is best for your corporate culture, people, and performance? Answering this question can help you decide how many days is enough for an employee to be in the office and for what activities (e.g., for social connections, problem-solving meetings, or developmental conversations). Most importantly, engaging employees themselves in the redesign of their new realities maximizes buy-in.

Second perspective: “What is the best way to communicate the benefits of being in the office?” 

Effective communication is vital for minimizing resistance. A good example is the email that Disney’s CEO sent out to employees: It’s considered a master class in communicating the value of returning to the office for four days a week, Monday through Thursday.

 

Key points include:

  • Corporate culture
  • Best for business
  • Office interaction

 

Read the full article, Managing Hybrid Teams, a Leadership Challenge!, on LinkedIn.