Since the beginning of February, we have examined closely, what the Hybrid Work Structure entails in which we explored (A) The impact of hybrid work structure on driving peak performance by considering both sides of the argument; we also brought insights to bear on and (B) The Pitfalls of Hybrid Working Structure and How To Avoid Them. This week which marks the third in this series, we shall be discussing how you can Effectively Lead Hybrid Teams.
How To Effectively Lead Hybrid Teams
According to a report by the Guardian, HSBC, one of the largest banking and financial services institutions in the world emerged as a pioneer in hybrid work models, recently winning the inaugural “Hybrid Working Award” at the 2023 Personnel Today Awards.
The bank was specifically recognized for its “superbly structured and sustainable approach” that emphasizes digital innovation, inclusion, and meeting generational needs.
In 2021, HSBC had previously launched a “Flexible First” policy enabling over 200,000 employees globally to work hybrid and remotely. This has enabled them to target reducing office space by 40%, including exiting their Canary Wharf London headquarters.
Investments in collaboration technology have supported this shift and so far, the hybrid model has yielded positive results such as higher engagement and steady productivity.
By providing flexibility and autonomy over when and where employees work, while still prioritizing inclusion, HSBC has set a progressive example of how teams and organizations can create modern, agile policies. Their reduction of corporate real estate also demonstrates the cost efficiencies enabled by hybrid models.
For an organization to leverage leadership in accomplishing its vision, it requires effective leaders who can create a roadmap and execute its plans. Knowing how to use leadership as an effective tool can help a team understand its strengths and weaknesses to successfully achieve its objectives.
Effective leadership is no doubt pivotal to creating a harmonious, high-performing environment via enhanced communication and transparency, to enable the free exchange of ideas among team members. It also fuels employee engagement, motivating individuals to go above and beyond in their roles, leading to a higher level of peak performance and innovation.
At Amazon, employees are now required to be in the office at least three days a week. In a company blog post addressing staff, CEO Andy Jassy says the decision to transition to a predominantly in-person hybrid work model was made to help strengthen company culture:
“It’s easier to learn, model, practice, and strengthen our culture when we’re in the office together most of the time and surrounded by our colleagues… When you’re in-person, people tend to be more engaged, observant, and attuned to what’s happening in the meetings and the cultural clues being communicated.”
Amazon adopted the company-wide policy after observing various models across the company, ranging from full-time remote workers to fully in-person teams. The goal? To achieve an employee experience that ultimately benefits the customer through continuous, collaborative innovation.
Like Amazon, the Washington Post reported that Zoom executives decided to have its remote employees return to the office in 2023. While the company’s structured hybrid policy is focused on bringing people back into the office, it still offers plenty of flexibility. Team members who live within 50 miles of an office — about 35% of employees — are required to be on-site two days a week where they get to discuss issues with managers on a case-by-case basis and are encouraged first and foremost to help promote collaboration and a sense of culture.
The Ford Foundation is another example of an innovative company taking a structured but flexible approach to the hybrid work structure. The nonprofit describes its hybrid work model as one designed to balance health, safety, and employee wellbeing while also optimizing team collaboration and a sense of community.
According to their hybrid work policy, Tuesdays and Wednesdays are designated as onsite days for all staff, and employees can choose their third onsite day. But the policies don’t end there — there are also designated work hours for uninterrupted focus time. Fridays are “light meeting” days, regardless of where people are working. And three times a year, the Ford Foundation has what it calls “remote quiet weeks” when everyone works from home and non-critical meetings are suspended.
Henry Ford in one of his many quotes said, ‘Coming together is a beginning. Keeping together is progress and working together is a success. What this means, is that effective teamwork is more than the sum of individual efforts; rather, it is the synergy that propels a team towards greatness
To effectively lead a hybrid team, here are a few points to note:
1.Set Clear Expectations
Set expectations and make accountability clear to all staff in hybrid teams so that both home and office-based employees can work together productively and know who is doing what. As part of this, you might run daily or weekly virtual meetings with your entire team to start each day or week on the right foot. Communicate workflows and key deadlines, then share progress regularly to maintain momentum.
2. Share Work Schedules & Calendars
With team members based in different physical locations, sharing work schedules and creating a shared group calendar where employees can indicate where they’ll be working each day will help to make sure everyone knows and understands where each team member will be working.
3. Use Reminders
Create reminders or visual cues to include those who are not in the office to ensure everyone is receiving the same information at the same time regardless of location. One of the significant challenges in hybrid teams is ensuring that remote team members feel included and engaged. Encourage a culture of inclusivity by actively involving remote members in meetings, discussions, and decision-making processes. Consider rotating meeting times to accommodate different time zones and provide opportunities for everyone to contribute.
4. Invest in Continuous Professional Development
Invest in the professional growth of your team members by providing opportunities for continuous learning. Offer peer mentoring, virtual workshops, or webinars that are accessible to both remote and in-office employees while also encouraging team members to share their newly acquired knowledge and skills with the rest of the team.
5. Ask for team input into flexibility.
Hybrid teams thrive on flexibility. Recognize that different team members may have unique work preferences and requirements. Consider implementing flexible work schedules or offering remote work options on specific days. By accommodating individual needs, you create an environment that supports work-life balance and enhances employee satisfaction.
6. Conduct Periodic Team Assessment
Regularly assess the effectiveness of your team-building efforts and make adjustments as necessary. Seek feedback from team members to understand their experiences and challenges. This feedback will provide valuable insights into areas that require improvement and help refine your team-building strategies over time.
As a leader, it’s crucial to lead by example and embody the values you wish to see in your team. Demonstrate open communication, respect for diverse perspectives, and a commitment to collaboration. When your team members witness your dedication to the hybrid model and its associated principles, they are more likely to follow suit.
To further position your leaders for peak performance, you can download a free copy of the latest edition of The Peak Performer Magazine at www.thepeakperformer.africa You can also enroll your Mid-level Leadership Team for the Made4More Accelerator Program https://abiolachamp.com/m4m-accelerator and your Senior Leadership Team for the Dr. Abiola Salami International Leadership Bootcamp MOMBASA 2024 https://abiolachamp.com/international-bootcamp/ We also have an upcoming training for leaders in public service www.abiolachamp.com/depips/
About Dr. Abiola Salami
Dr. Abiola Salami is the Convener of Dr Abiola Salami International Leadership Bootcamp and The Peak PerformerTM. He is the Principal Performance Strategist at CHAMP – a full scale professional services firm trusted by high performing business leaders for providing Executive Coaching, Workforce Development & Advisory Services to improve performance. You can reach his team on hello@abiolachamp.com and connect with him @abiolachamp on all social media platforms.
