A shared culture can unite an organization, and one that is divided can cause misdirection and conflict. Culture evolves over time and impacts how work gets done, how people relate, make choices, and influence others. Culture affects more than just relationships; it influences how an organization handles problems, structures incentive programs, and nurtures public perception. When executed successfully, culture is second nature. It reflects values and guides staff toward a common goal. Yet, culture can be a tricky balance.
Founder’s Corner: DEI in a Hybrid Work Space
When you are a manager with a hybrid team, you may have some concerns about creating an environment where you and your employees can flourish. I have the perfect answer. My Executive Women – VIP Program is a 90-day program in which you will engage in discussions, activities, learning modules, expert insights, and real-world applications that will make you the DEI champion of your workplace, identify your unique contributions as a leader, and create an environment where you can flourish and so can those around you whom you develop. Click here for more information https://www.byrondarden.com/services.
Coming in November
Diversity & Inclusion Mini Course November 8 – 12
Hybrid Working Profits as a Personal Choice
Defining hybrid work solutions where some employees are in a centralized location, some are 100% working remotely, and others are a combination of the two, hybrid work models are used in more than 60% of high-growth companies. Remote work is not for everyone. Many younger workers are more likely to want to work in an office as they love the social aspect. A survey by Stanford University found at least 55% of employees want to spend some time in the office and some time at home. A hybrid work environment can be the solution for a diverse, inclusive work environment as long as it’s done with forethought.
Due to the many aspects of a hybrid workplace, here are thoughts from two executives:
“I can’t tell you the number of CEOs I talked to who are thinking, ‘I have to solve the diversity challenge in my business, and remote work is one of the key tools… We have to let go of this very office-centric culture and incorporate people who are in a lot of geographies.” –Hayden Brown, CEO of Upwork
“As we’ve moved to virtual work, we haven’t just coped, we’ve actually thrived. We are more focused on the things that have the greatest impact for our customers, associates, and the business. We are making quicker decisions and acting. Meetings are now more inclusive of people regardless of location, level or other differences. We have great momentum and need to figure out how to carry it forward.” – Suresh Kumar, CTO at Walmart
Inclusion in Coaching
Inclusion is a powerful concept that, when experienced, is felt by the receiver and the giver. An example of this springs to mind from my 30 years of coaching female figure skaters. Parents often acknowledged their tendency to live vicariously through their children’s success as though it fulfills a shortcoming in their lives. This leads to making the skater feel less important. Left out. It occurred to me that it can be just as easy for coaches to do the same with their students. At that moment, I chose to self-examine whether or not I, too, had fallen prey to living through my students’ success to feed my own unmet desires in the sport.
So I changed my approach by clearly asking what my students’ goals were, providing guidance and insight about what they could expect. Then I crafted a step-by-step structure in service to my students’ transformation in the sport by achieving their goals. Once I changed my mindset, I coached from a place of supporting my students’ goals based on what They wanted. When they fell short of moving through the structure, it was no longer me falling short; it was now my role to bring this to their attention as examples of what was getting in the way of what They wanted. I no longer questioned whether or not I set expectations for my students to meet. My focus was on helping them develop accountability for their expectations of themselves. Their success. Choosing to be a winner belonged to them, empowering both themselves as athletes and me as coach.
Inclusive Meetings
One of the many ways to demonstrate inclusion is in the way managers conduct meetings. Some practices are specific to remote sessions, and some are excellent practices for any engagement.
- Have a clear plan to keep teams on track and focused. Have meetings regularly to get status on projects as well as to build rapport. Even when they are only for 10 minutes, it’s a touch base that replaces running into people in the break room for a quick chat.
- Especially in remote situations, it’s essential to have face-to-face interactions. Just as it is in person, you can react to body language and tone of voice virtually.
- Encourage your team members’ points of view. Specific demographics tend to stay quiet, and others are more vocal. In meetings, the conversation profits from being as broad as the number of people in them. Draw out those shyer folks as they may have a fresh idea. Then, consider the array of ideas equally.
- Team meetings and one-to-one conversations are equally important. Spend time getting to know direct reports individually to understand their needs and viewpoints. These meetings are most effective when they are open, timely, transparent, and frequent. Build an environment of trust and positive intent.
- Share information from upper levels and other departments. You want honesty and transparency. Be open about projects that are coming up and give team members equal opportunity to work on different ventures.
- Find a way to add fun to meetings and interactions. Icebreakers and emojis done thoughtfully are inviting and can make the team more cohesive. In between sessions, encourage impromptu conversations to break up the workday. Some offices use Slack or Tandem for chat channels to recapture social bonding.
Consider giving your team members autonomy in the way they handle projects. Trust that the project will be delivered on time and within budget and eliminate the need to micromanage.
Challenges of Hybrid Work Spaces
In addition, a hybrid workforce presents unique challenges:
- Dropped calls, down internet connectivity, and an IT department not physically present in the same building when your computer breaks. Technology is fantastic and surprisingly erratic at times. “Can you hear me now?” Meetings sometimes fail to run smoothly. Some connections are weak; we can be challenged to find a quiet place to be heard, screen shares can blip, and it’s easy for people to tune out.
- Swarms of people meet at Katie’s desk, for example, to enjoy cake and ice cream to celebrate birthdays back in the office. A hybrid team gets to be more innovative! Happy hours are scheduled over Zoom, open lines of communication are increased, and employees get to know one another on an individual basis – creating a sense of caring.
- Some are challenged to embrace remote working situations. Some enjoy the face-to-face comraderies with others. Keep your eyes and ears open for employees experiencing isolation and encourage participation in meetings and on different projects. Differentiate those employees who are introverted and love long hours of productivity. A leader will want to develop their intuitive talents to remain abreast of the needs of their teams.
Benefits of a Hybrid Work Space
Many companies realize the benefits of a hybrid workspace – both financially and via productivity. Here are a few to consider:
- Employers can expand their talent pool to those outside their geographic area. This brings to light more candidates with different backgrounds, cultures, and experiences, which results in new ideas, higher levels of innovation, and greater creativity.
- Employees are empowered to determine the ideal way to achieve a goal.
- Without the distractions of others stopping by their office or cubicle, many employees enjoy the quiet time and are more productive.
- When an employer thrives in a hybrid environment, they can save on commercial building costs. No longer will each person require a cubicle or office. Those spaces can now be repurposed for additional meeting rooms or work areas when the employee occasionally wants to come into the office.
- When there are social distancing guidelines, following them is easy. If someone is more susceptible to illness, they are more likely to feel safer in their home environment.
Many employees realize that they want to remain in a work-from-home situation without the commute and office politics. When this option is not afforded to them, they can find other companies that offer these benefits.
Hybrid Work-Space Roles
As a hybrid workspace became our new reality, management and employee roles were solidified. Both positions required some guidelines to ensure that we were on the same page. The new challenge came when some of us, as employees and managers, chose to return to office space while others remained at home. We benefited in situations where there was continuity in treating employees in a way that resonates with them individually. Whether an employee was in front of you in a conference room or on a Zoom call should make little difference in how they are treated.
Diversity, equity, and inclusion in a hybrid workspace follow the same rules in a shared space. Each employee has specific needs. There are guidelines for disabilities, age groups, or cultural differences, but there is a minimal difference based on their location. For example, when an employee requires a stand-up desk while in the office, they have shared what they need in their home office. While fulfilling these needs might require more effort by the manager, doing so positively impacts the employees’ perception of being seen and heard.
DEI in a Hybrid Work Space
Whether the pandemic changed the dynamic of your workspace, or you were already adopting that strategy, the hybrid workspace is here to stay. Historically, companies required everyone to commute to a central office. Cubicles, offices, and conference rooms were gathering places of ideas, and working lunches were the norm. There were exceptions, with some working from home one or two days a week or situations where one person worked in a different city, a home office, or a central location. These early hybrid work situations had their challenges, and provisions were made to handle them.
Suddenly, most of us were sent home with phones and laptops, and Zoom calls became the norm. In the event you had never worked outside the office, the struggles you faced were real. In 2017, I felt this first hand while working on a change management project for an academic client – the IT department was my constant companion!
Outfitting virtual workers with the equipment needed became an IT department’s challenge. Developing space at home (especially when our families and children were also on a virtual schedule) had its hiccups. Eventually, we settled into a routine, and the work still got done, meetings still happened, and some teams even thrived in a remote environment.
Embrace Hybrid Work Opportunities
“Success in a hybrid work environment requires employers to move beyond viewing remote or hybrid environments as a temporary or short-term strategy and to treat it as an opportunity.” George Penn, VP at Gartner
While a hybrid work environment brings challenges, it can also save money and create efficiencies. When done well, job satisfaction increases. The taste of remote work has many employees wanting to continue the trend even as employers migrate back to the office environment.
Overcoming the barriers in communication and creating a productive team where all are heard and valued is a challenge faced by those in a leadership role. While you cannot stop by a team member’s office to check on progress, you can develop a relationship of trust and mentorship. Making sure an employee is treated in a just manner whether in the office or remote, takes forethought. Each person on your team may have specific requirements you will want to address in order for team members to be a productive.
When your role is leading a team in the hybrid work environment, there are tips to make it run smoothly. Remember, leading a hybrid team is not a one-size-fits-all solution. I would be thrilled to schedule a strategy session where we can discuss your particular challenges and develop a game plan for success. Start by taking the quiz at www.byrondarden.com. I look forward to connecting and supporting you in more effectively connecting with your team!