Top 3 Methods for Creating a High Performing Hybrid Team
As the workplace evolves, many managers find themselves leading hybrid teams where employees work both remotely and in the office. This dynamic requires a thoughtful approach to goal setting, productivity measurement, and relationship building. Here are my top three, based on years of experience.
- Set measurable Goals
Setting measurable goals is crucial for hybrid teams, where visibility can vary greatly. Clearly defined objectives provide employees with a roadmap to success. They also enable managers to evaluate performance objectively. To establish these goals:
- Collaborate on Goal Setting: Involve team members in creating their goals. This not only empowers them but also ensures they are committed and understand the expectations.
- Align with Team Objectives: Ensure that individual goals are aligned with the broader objectives of the team and organization. This connection fosters a sense of purpose among team members.
- Break down larger Goals: For complex tasks, break goals down into smaller, manageable milestones. This allows employees to track their progress and provides opportunities for recognition along the way.
Managers must focus on high-impact tasks and prioritize. By spending time on what truly matters—setting clear goals, providing recognition, and addressing issues constructively.
2. Build Trust through Situational Leadership
Establishing trust is essential for teams where physical presence is limited. The Situational Leadership Model offers a valuable framework for new managers. This model advocates for adapting leadership styles based on the development level of each employee.
- Start with small tasks: Initially assign smaller, less complex tasks to assess each team member’s skills and capabilities. This approach helps you gauge their work ethic, ability to meet deadlines, and willingness to communicate. Completing these tasks successfully can build confidence in both the employee and the manager.
- Gradually increase complexity: As employees demonstrate competence, gradually increase the complexity of tasks assigned to them. This phased approach aids in skill development and signals to employees that you trust their abilities to handle more responsibility.
- Regular Check-Ins: Use one-on-one meetings to discuss progress, provide feedback, and address any challenges. Regular communication reinforces your support and commitment to their professional growth.
3. Gauge Productivity Fairly
Measuring productivity fairly in a hybrid environment can be challenging, as it often leads to concerns about favoritism. Here are some strategies to ensure an equitable assessment:
- Establish clear performance indicators: Create specific performance metrics that apply to all employees in similar roles. These indicators could include completion rates, quality of work, collaboration levels, and adherence to deadlines.
- Utilize technology: Consider using project management and collaboration tools to track tasks and productivity. These tools provide transparency and enable you to monitor progress in real-time without micromanaging.
- Performance Reviews: Conduct regular performance reviews that are transparent and based on the established indicators. Encourage input from employees on their achievements, challenges, and career aspirations. Make it a two-way conversation.
Case Study; The slippery slope of equitable treatment
I had a junior architect ask why another architect was allowed to work remotely. I explained that the remote architect had established trust by consistently participating in virtual meetings and by producing high quality deliverables on time. This led to the next question of when they could be allowed to work remotely. I said there was no set formula but that over time it is possible to be established as a reliable team member. I then worked with HR to establish some boundary conditions for remote work in order to provide transparency and clarify expectations of both employees and managers.
Conclusion
Managers in a hybrid setting can create a high-performing team;
- Set goals via collaboration.
- Reinforce positive behavior by providing immediate feedback.
- Utilize the Situational Leadership Model to foster trust.
- Implement fair productivity measures.
Your approach lays the foundation for a collaborative, motivated, and results-driven team.
Recommended further reading; “Leadership and the One Minute Manager” by Ken Blanchard.
Stay tuned for my next article about specific software tools that are best suited for tracking progress and productivity in a hybrid team environment.
Mark D. Wilson, P.E.