Como você pode gerenciar uma força de trabalho híbrida de forma eficaz?

Effective hybrid workforce management requires: 1. Cloud-Based Software: Essential for real-time information flow, keeping both remote and onsite employees updated. 2. Integrated Communication: In-app communication tools are vital for efficient discussions, enhancing teamwork and reducing the need for multiple channels. 3. Fair KPIs: should reflect employees' work value, irrespective of location, focusing on output rather than office presence. 4. Balanced Workload: Managers must understand remote work dynamics to avoid overburdening employees. Recognizing the time needed for tasks is crucial, especially when direct visibility, as in an office, is lacking. These strategies ensure a productive, balanced hybrid workforce.

💡 Based on my experience, precision in expectation-setting is pivotal for hybrid workforce efficacy. 🔍 Clarity in Metrics - Establish precise metrics for evaluation of remote and in-office output. 🌐 Regular Sync-Ups - Implement consistent check-ins to align remote and on-site team efforts. 📈 Progressive Milestones - Set incremental goals to maintain a steady rhythm of achievement. 🔗 Defined Deliverables - Clearly articulate expected outcomes for each role across work environments. 📌 Fine-tuning expectations is crucial for seamless hybrid workforce integration.

My reflections since covid are: stop obsessing about people’s hybrid work patterns and instead focus on building a team culture where they want to be together. Naturally as a few gather more and more will start to join. Show the benefit of being together, focus on your common purpose, your mission, creating a happy, collaborative and creative environment. At the end of the day we are tribal, help them feel valued in that tribe and I believe they will choose to be together.

In my experience, the key is to create an environment where both remote and in-office employees feel equally engaged and valued. Clear, consistent communication channels must be established to ensure all team members, regardless of their location, are on the same page. The hybrid model also demands a greater focus on employee wellbeing. Managers should encourage a healthy work-life balance and be mindful of the unique challenges that remote work can bring, such as feelings of isolation or burnout. Regular check-ins on employee wellbeing, offering support, and providing resources for mental health can go a long way in maintaining a healthy, productive workforce.

The following strategy works well for me. - A transparent, honest, two-way conversation while setting up a goal - Having an agreed IDP (Individual development plan) - Provide all the necessary tools/training to be successful in the role - A regular 1-2-1 and asking open-ended questions to understand their motivation level and support when they require

Trust is the most important trait that needs to exist in a working relationship-it's a must with a hybrid workforce. Trust has to exist both ways. If you're managing a hybrid team you have to know the team is doing exactly what's asked of them (and more) every day. Ideally, you have systems of record like CRM to ensure this but the best working relationships are the ones where you don't need to check Salesforce or Zendesk to ensure you're getting the productivity you need. On the flip side, the team needs to trust their leader has their back and will empower them to be successful. The foundation of this two-way street is consistent and open communication and empathy (often overlooked by the way). Absent either, your team will underperform.

Recognizing and celebrating achievements and contributions really help to foster team camaraderie. Also, when promoting openness and feedback, make sure to engage the introverts in the team. Sometimes they can fly under the radar unnoticed but you can get amazing feedback if you can engage them in the conversation. Once heard, they often feel the courage the speak up more.

Caring about the people working for you is the best way to foster trust and collaboration. #1 - We are all human beings first, with different situations that we deal with each day. If you are the type of leader who truly cares, things like openly showing your Team that you want each of them to grow and win will automatically shine through, bringing trust. Caring will also come with the reward of your Team feeling comfortable enough to be themselves around you and open about issues, making it easier to understand how to bring about effective team collaboration. Collaboration is a bonus when your Team can trust in you, allowing them to trust each other more openly. Team building and team bonding is critical - virtually or in person.

Management by output is key. And managers need to be properly trained on how to manage by output, how to rely their expectations to their employers and trust them to do the work. It shouldn’t be any different whether it’s office based or remote or hybrid.

Yes, and modeling a learning mindset is key because it lets your team know that it’s safe to try new things and even make mistakes as long as it helps everyone to improve.

In my paradigm, it's like the five fingers on our hand – each one is different, yet they all work together seamlessly to do amazing things, from cooking to creating art. This diversity becomes even more pronounced within a hybrid environment. Acknowledging, recognizing and valuing each teammate's unique abilities and perspectives, just like we appreciate each finger's role, is what brings out the best in our team and drives us towards remarkable achievements.

Pour avoir des équipes responsables, il est essentiel de leur donner un maximum de liberté. Le rôle du manager est avant tout de créer le cadre motivant où chacun a envie de se dépasser. Il est là pour donner le cap et mesurer la performance tout en apportant le bon coaching et mentoring quand l'équipe en a besoin.

Embracing flexibility and diversity in a hybrid team entails crafting an environment where various working styles and backgrounds are seen as a collective asset. This involves flexible policies that cater to different life circumstances, ensuring equitable access to resources and opportunities for both remote and in-office team members. Cultivate an inclusive culture through regular inclusive meetings, open dialogue, and team-building activities that bridge the physical divide, while leveraging communication tools to suit different preferences. Recognize and celebrate diverse contributions and encourage an exchange of ideas that underscores the value of each team member’s perspective and skills, bolstering innovation and team cohesion.

I have often been hearing from my peers that hybrid work is quite comfortable to work with flexible schedules. Such hybrid mode of working is also balancing mental stress, anxiety to the ones silently going through it. I feels that a workforce combines remote and in-office employees, offering flexibility and increased productivity. However, managing such a diverse and dispersed team comes with its own set of challenges.

Seek to understand what the diverse needs first of your hybrid team and then seek to align to common in office work schedules that support both business and the team’s needs. For example, diversity in needs may mean coming into the office earlier or later due to child care or elder care arrangements or the desire to watch a child’s sports or performance event after school. It may mean a working around a certain weekly appointment commitment for a period of time. It may mean working earlier or later hours in the office to allow family time or work from home time where a spouse or partner has a unique work schedule. It may mean allowing the work from home to be at any location.

We are currently thriving in a highly advanced technological community that continues to improve. The prevalence of flexible and adaptive work has become the norm, leading to the evolution of more efficient work practices. In my experience, disruptions caused by technical or connectivity issues are minimal and can be swiftly resolved. The beauty of flexible and remote work lies in the consistently high levels of productivity achievable when priorities are well-defined from the start. This not only fosters trust among staff but also creates a work environment tailored to individual needs, allowing people to achieve results whether they work from an office or a beach, thereby enhancing overall well-being and results.

Having the right technology is essential to running a hybrid team effectively. You’ll need to be intentional about building an ecosystem of tech around you that makes a person’s physical location irrelevant to their work performance. What that looks like for teams will look different, so don’t look for a checklist of tech. Instead, lock on your objectives and flow of work and be intentional about getting to know the personalities and culture of the team. From here, experiment with tech until you find the right fit. All that said, even the best tech won’t solve team dysfunction, so don’t expect it to. In fact, it can exacerbate issues, so make sure you’re addressing process and interpersonal gaps. Also, be prepared to adapt along the way.

It’s not only about tools and technology but also about the set up and layout of the workplace. Both at home/remote (probably more set up for focused work and online collaboration) and at work (optimizing the opportunities for meeting, socializing, cross-team interactions and collaboration)

Technology & tools are the keys to measure efficiency reliably in a hybrid work environment, which provides insights with the triggers to help minitoring a hybrid workforce performance.

Hybrid Work needs to embrace trust, promote virtual collaboration, set clear goals, encourage feedback, invest in training, promote work-life balance, and regularly assess and adapt, you can effectively manage a hybrid workforce and create a productive and engaged team.

Constantly check in with your teams. I noticed that many leaders don't check in with their top performers. The issue is, once they and/or you realize they are burnt out, it may be too late. Help them avoid the burnout by slowing them down, helping them take a break, perhaps even getting them out of the office for a day on a team building event.

Plan time for personal questions in your 1:1 virtual meetings. You should start by the personal topics, so you can create rapport and empathy, but at the same time you might understand why that person is having, for example, performance or even behavioral issues.

Make time for social team buildings and more frequent 1:1 options to ensure that the team gets appropriate “face time” for coaching and non-work well being check-ins

Make time for social engagement and discussion / chit chat should take place. Talking about family, and social life is fantastic for superior performance of the individual & team. In these, leaders can find issues before hand and must address them immediately with empathy and parental mind set.

Ensure team leaders maintain consistent one-on-one meetings with their remote team members. Cultivate flexibility, understanding, and serve as a role model. Take the time to celebrate team successes together.

I think this is key. How many organisations have actually invested time and resources in training existing managers in the skills required to successfully manage remote and hybrid teams?. Calling staff back to the office just so managers can manage in old ways, by watching people is doomed for failure.

Time management becomes even more important when managing a hybrid team. Make a sincere effort and schedule time to meet with your teams regularly, especially if they are remote. People can get isolated and lose motivation, eventually even leave, due to gradually growing apart.

La escucha generativa es una de las habilidades que puede contribuir de manera positiva. Escuchar no desde nuestras certezas, no desde la respuesta inmediata, sino una escucha nueva, atenta a las preocupaciones que trae la otra persona, conversarlas, generar compromisos, y llevarlos a la acción.

I would like to shed light on the continuous assessment of the effectiveness of your hybrid workforce management. Employers need to circulate feedback forums from employees and make necessary adjustments to optimize productivity, engagement, and overall team performance. Staying agile and adaptable to meet the evolving needs of your hybrid workforce.

I managed people across 17 countries, and just like managing hybrid teams, communication is absolutely critical. Out of sight can very easily become out of mind. Learning the best times to schedule meetings, and how your team structures their day makes for good meeting planning. One other note, determine who needs more of your time and attention.

Since COVID, "hybrid" is the one of the biggest buzz word in industries - hybrid workforce, hybrid marketing, hybrid events... The hybrid workforce was existing for long time - there were bigger service sector IT companies which had these policies earlier and they all worked well. The success of the any team - hybrid or not, depends on: 1. Clear expectation of output from the individual and from the total team. 2. Effective and continuous communications within the team and with other teams. 3. Regular team catch-ups :physical meetings have its own benifits and bondings. 4. Scheduled Reviews - to analyse where are we! 5. Flexibility - as long as it doesn't affect the results 6. finally - TRUST in your team!

This is my most favourite learning during Covid. Leading a successful hybrid team involves: 1. Clear Communication: Ensure concise and consistent communication across all platforms. 2. Use of Technology: Utilize collaborative tools for seamless interaction and project management. 3. Flexible Work Arrangements: Allow adaptable schedules accommodating various time zones and preferences. 4. Cultural Sensitivity: Respect diverse cultural practices and work styles within the team. 5. Regular Check-ins: Schedule frequent catch-ups to ensure everyone is aligned and connected. 6. Supportive Leadership: Offer guidance and support to enhance team performance and motivation.

Don't lie to your team members and tell them that they are equally effective working remote vs. working face-to-face. There are clear benefits to both, but they are different work modes. If you are working on projects that require strong individual performances (e.g., code development), then remote is great. If your job requires you to build strong relationships and maintain tight communication, then having everyone in the same space is very beneficial. One thing we should note here is that work done in secret is work that is very hard to recognize. The more visible people often get recognized more (either justly or unjustly). Being in a physical office increases your visibility.

1. Foster open and transparent communication channels to ensure that remote and in-office employees can collaborate seamlessly 2 Develop flexible work policies that accommodate both remote and in-person employees 3. Invest in collaboration tools and technology that facilitate remote work 4. Focus on results rather than hours worked 5. Ensure that remote employees are included in team meetings and decision-making processes 6. Provide training and support for remote work best practices, time management, and mental health 7. Implement robust cybersecurity measures 8. Schedule regular 1 on 1 check-ins with employees

1. Clear Communication: Foster open and transparent communication channels.2. Set Expectations: Define roles, responsibilities, and performance expectations.3. Flexibility: Accommodate remote work needs while ensuring fairness.4. Technology Enablement: Invest in reliable technology infrastructure.5. Trust and Empowerment: Trust employees to manage their work responsibly.6. Team Building: Plan regular team-building activities.7. Performance Management: Evaluate based on results, not physical presence.8. Training and Skill Development: Offer training for remote collaboration.9. Inclusivity and Equal Opportunities: Provide equal growth opportunities.10. Regular Check-Ins: Schedule regular meetings to address concerns and provide support.