Hybrid team members must rely upon collaboration technology to communicate and collaborate.
Management practices and approaches that work face to face do not always translate effectively in hybrid contexts.
Managers cannot rely upon spontaneous social interactions that happen organically when people are colocated to build meaningful and trusting relationships. Space and time need to be created in a hybrid environment for this to happen.
Observing an employee’s performance or development can be more difficult, and relying on others’ feedback becomes more critical for managing performance and development.
Managing hybrid teams does not require developing new manager competencies. Instead, managers need to “dial up” competencies they already have and adjust their approaches.
Setting clear expectations with hybrid teams creates the foundation needed to manage them effectively.
Remote employees crave more meaningful interactions about performance and development with their managers.
Impact and Result
Create a solid foundation for managing hybrid teams by setting clear expectations and taking a more planful approach to managing performance and employee development.
Dial up key management competencies that you already have. Managers do not need to develop new competencies; they just need to adjust and refocus their approaches.
Equip Managers to Effectively Manage Hybrid Teams Research & Tools
1. Equip managers to effectively manage hybrid teams
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