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

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.

In addition, a hybrid workforce presents unique challenges:

1. 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.
2. 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. 
3. 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.

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.

 “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!