As the number of people getting vaccinated increases and restrictions become lax, more workplaces are adopting a remote hybrid approach to try to combine the advantages of the two models, having workers on-site to come back to “normal” and enable employees to still benefit from the remote working approach. The main challenge for managers will be to make sure that the new organisation runs smoothly, to rekindle engagement and to keep stress manageable.
Communicated by MLC Advisory
Organise yourself for the hybrid working model
Management and HR teams need to sit down together and document precisely how the hybrid working scheme will work, and what is and isn’t required of your employees when working hybrid roles.
This is especially important for management roles.
The pandemic has opened the eyes for a lot of people that managing from afar is not quite the same thing as having your team under your nose.
Topics like accountability, informal communication, team spirit and a shared laugh must have their place in the new configuration. And should be planned from the start because companies can’t rely on the natural talent of their managers to excel at this. The last year and a half have been a steep learning curve for almost everyone.
Develop a more empathetic communication
When staff work from home, it becomes harder and harder to spot when they’re struggling with something. And they might be even more reluctant to open up and share about issues when separated by a screen and without being able to feel the energy of the people they’re interacting with.
Schedule regular one-to-one meetings with your team members to see how they’re getting on. These meetings should be an occasion to check that the person has easy access to the company’s communication tools, that the work to be done is clear and that he/she also knows what the other team members are doing and how her work contributes to the overall picture.
But above all, they should be a moment to connect and share on an interpersonal level.
Make sure you communicate in a mindful way: make the conversation a dedicated time, ask questions, be genuinely interested in the answers, and dig deeper when you have the feeling that the person acts a bit differently than usual.
One of the best strategies to help people build trust and be open about struggles they experience, is to share your own.
The superhero manager is a model from the past
Many managers unfortunately still believe that their role implies that they must pretend to have everything figured out and the answers to everything. Not only is this unrealistic and increases the feeling of being under pressure, but it also hinders honest conversations. If you put on a play, your team will do the same thing.
Showing your human side including your own struggles will not discredit you, on the contrary, it will show your team that you trust them, that you understand, that you can put yourself in their shoes and that you have the emotional intelligence needed to be of assistance to them.
Authenticity will be the salvation
The more your work environment becomes physically distant and your communication digital, the more you have to let your human side shine to transcend your authenticity through the screen.
The more human you’re willing to be with your people, the greater impact you will have. Employees are desperate to feel seen, uplifted and inspired.
None of this is actually complicated, nor does it require a lot of time.
But it does take courage to let down the shield.
We have developed a special training program for managers to help them succeed in the hybrid work model.
Based on neuroscience research and on Mindfulness at work, managers will discover the value of emotional and social intelligence for professional success, especially for team performance.
You can contact us directly at firstname.lastname@example.org to let us know your needs and how we can best meet them.
Publié le 18 novembre 2021