How Do I Manage a Hybrid Team?

Hybrid teams are now widespread. They've proven they can be engaged and productive, but managing employees in this new work structure continues to present challenges.

In this article, we discuss the pain points of managing a hybrid team, and share strategies for creating an engaged, motivated and high-performing hybrid workforce.

Let's hear from Gary Cookson - an HR specialist and author of "HR for Hybrid Working" - about managing a hybrid team.

What Is Hybrid Working?

Hybrid working is a flexible work structure that combines remote and on-site work.

In many cases, hybrid employees have the freedom to work from home (or a location of their choosing) for part of the week, and then spend the other part of the week in a physical on-site workplace. Hybrid teams may have employees in different geographic locations, and they can include a combination of remote and on-site workers.

The idea is to balance the benefits of in-person collaboration with the flexibility and autonomy of remote work. If you're managing a hybrid team, your job involves facilitating that balance.

What Are the Challenges and Benefits of Hybrid Teams?

The flexibility of hybrid working adds a level of complexity compared to on-site or remote working, so it stands to reason that it presents a different set of challenges. But its rewards are potentially rich.

Here are some of the key pain points and benefits for managers of hybrid teams to keep in mind.

The Challenges of Hybrid Teams

There are four main challenges associated with hybrid teams: communication, performance management, technology, and work-life balance.

Communication and collaboration. Ensuring effective communication and collaboration between remote and in-office team members can be difficult – especially if your team is geographically dispersed or some members work remotely. There's a risk of creating "in-groups" and "out-groups," which can impact team cohesion.

Performance management. Tracking and evaluating the performance of team members who are not always physically present requires different approaches and tools. When your people are working from different places at different times, performance assessment needs to shift from visibility to metrics based on output.

Over-reliance on digital communication. When managing a hybrid team, it's easy to adopt digital-only communication patterns. But solely relying on digital tools for communication can lead to misunderstandings and a sense of isolation among team members.

Work-life balance. While hybrid working can improve work-life balance, it can also blur the boundaries between work and personal life. Hybrid workers may find themselves working longer hours, especially when they're not on-site, leading to burnout or overwork for some employees.

The Benefits of Hybrid Teams

As well as the challenges, there are many benefits to hybrid teams for managers and organizations.

Increased productivity and satisfaction. Many employees are more productive and satisfied with a hybrid working arrangement, as it allows them to work in environments that suit them best. The statistics are also in favor of hybrid working. A recent study estimated that teams that work from home one day per week can experience a 4.8 percent productivity boost, and 67 percent of hybrid workers feel their growth is supported by their manager, compared to 57 percent of on-site workers. [1]

Talent attraction and retention. Offering hybrid work options can make an organization more attractive to top talent who seek flexibility in their work life. It also creates more accessible workplace opportunities. If some positions can be performed remotely, work becomes more accessible to individuals with disabilities, neurodivergent employees, and people living in remote areas.

Cost savings. Businesses can save on real estate and operational costs with fewer employees in the office full-time. Upflex estimates that real estate savings can reach 50 percent, and that companies are likely to save $11,000 for each employee who starts working remotely two or three days per week [2].

Work-life balance. It's fair to say this is both a challenge and a benefit. A hybrid approach allows employees to experience both the benefits of on-site collaboration and the flexibility to work from anywhere. They can better balance work with caring responsibilities and social commitments.

7 Practical Tips for Managing a Hybrid Team

If you're managing a hybrid team, here are some ways to get the best out of everyone, no matter who's working where or when.

1. Adapt recruitment and onboarding. Hiring can look different in a hybrid context. Depending on company policy, you could be recruiting across different regions, or looking for team members who can split time between home and the office. You might use video interviews and online assessments to choose candidates. Whatever the process, make sure it's fair for all, and that new hires have the hardware, software, learning resources, and support they need.
   
   See our articles When and How to Hold Video Interviews and Virtual Onboarding for more tips and advice on recruitment and onboarding in a hybrid team.
2. Establish clear guidelines. Without clear guidelines on when and how to work remotely, employees may feel confused or unfairly treated. So it's important to develop and communicate clear policies on remote work, including expectations for availability, communication and performance metrics. Assess performance based on outcomes and results, rather than "micromanaging" activities.
3. Invest in the right tools. The remote side of hybrid working relies on employees having access to hardware and software, from messaging to online collaboration programs. Use collaboration and project management tools that support hybrid work and make sure all team members have access to the technology they need.
4. Foster inclusion and equity. Make concerted efforts to include remote workers in meetings and decision-making processes to prevent the formation of in-groups and out-groups. Put in the effort to build relationships across your team, connect with other teams, and make sure everyone feels connected to your organization's mission and culture. Team-building activities and in-person meetups that include all members can help to build team cohesion.
5. Hold regular check-ins. Schedule regular one-on-one and team check-ins to maintain open lines of communication, provide feedback, and address any concerns your team members raise.
6. Promote work-life balance. Encourage employees to maintain a healthy work-life balance by setting boundaries and respecting personal time. If your team includes people working asynchronously, build in opportunities to connect – while respecting differences in schedule. This could involve establishing core hours, rotating meeting times, or cutting unnecessary meetings.
7. Foster continuous learning and adaptation. It's important to listen to how team members feel about the hybrid model, as ignoring their feedback can lead to dissatisfaction and disengagement. Be open to feedback and ready to adjust policies and strategies as needed. Hybrid work is an evolving field, and flexibility is key to success.

Managing a Hybrid Team FAQ

What is hybrid working?

Hybrid working is a model that includes both remote and on-site working. It generally allows for flexibility in work location.

How can you ensure effective communication in a hybrid team?

Maintain a balance of in-person and digital communication, check in regularly with your team, and encourage feedback.

How do you maintain cohesion in a hybrid team?

Include everyone in decision-making and team-building activities, to avoid forming cliques. Keep your team "on the same page" with clear hybrid-working policies and awareness of your company's mission.

How do I monitor and evaluate the performance of a hybrid team?

Establish and communicate clear policies and performance metrics. Use performance-evaluation methods that focus on productivity rather than "micromanaging."