{"id":47875,"date":"2021-05-27T14:56:11","date_gmt":"2021-05-27T21:56:11","guid":{"rendered":"\/us\/en\/blog\/?p=47875"},"modified":"2025-03-13T06:08:37","modified_gmt":"2025-03-13T13:08:37","slug":"the-secrets-to-managing-a-hybrid-workplace","status":"publish","type":"post","link":"\/us\/en\/blog\/the-secrets-to-managing-a-hybrid-workplace\/","title":{"rendered":"The secrets to managing a hybrid workplace"},"content":{"rendered":"<p><strong>Highlights:<\/strong><\/p>\n<ul>\n<li>Managing a hybrid work team will be a lot different than a remote or onsite team.<\/li>\n<li>57% of successful businesses during the pandemic created new management strategies for remote work.<\/li>\n<li>Conveying purpose and recognizing achievements are among the top best practices for managing hybrid workers.<\/li>\n<\/ul>\n<hr \/>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">The workplace is changing right before our eyes. Just a year ago, we were buckled in for a long period of remote work. Now we\u2019re bracing for yet another major shift: <\/span><b>hybrid work<\/b><span style=\"font-weight: 400;\">. Except this isn\u2019t just a temporary arrangement. Companies are staying hybrid for good\u2014which means we\u2019ll have to rethink what success looks like.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One of the major areas that\u2019s ripe for re-examination is how managers lead their teams. While the ultimate objective is unchanged\u2014helping employees meet their goals and achieve their best results\u2014<\/span><b>a fundamental shift to how people work also requires revising what it means to be an effective leader<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\t\t\t<\/p>\n<div class=\"rc-bottom-cta rc-bottom-cta__landscape\" style=\"background-color:#FF8800;flex-direction: row-reverse;\">\n<div class=\"bottom-cta-img\">\n\t\t\t\t\t<img decoding=\"async\" width=\"1388\" height=\"1128\" src=\"\/us\/en\/blog\/wp-content\/uploads\/2021\/05\/Connected-culture.png\" class=\"responsive-image\" alt=\"Staying ...\" \/>\t\t\t\t<\/div>\n<div class=\"bottom-cta-copy\">\n<div class=\"rc-bottom-cta__text\" style=\"color:ffffff;\">\n<h3\n\t\t\t\t\t\t\t\tclass=\"rc-bottom-cta__title headline-copy\"\n\t\t\t\t\t\t\t\tstyle=\"\"\n\t\t\t\t\t\t>Staying connected is more important than you think. Here&#8217;s how much it matters<\/h3>\n<\/p><\/div>\n<div class=\"rc-bottom-cta__btn-wrapper\" style=\"\">\n\t\t\t\t\t\t<a\n\t\t\t\t\t\t\t\tclass=\"btn btn-primary btn-lg rc-bottom-cta__link\"\n\t\t\t\t\t\t\t\ttitle=\"Learn more\"\n\t\t\t\t\t\t\t\thref=\"https:\/\/netstorage.ringcentral.com\/documents\/connected_culture_report.pdf\"\n\t\t\t\t\t\t\t\tdata-dl-name=\"Learn more\"\n\t\t\t\t\t\t\t\tdata-dl-element=\"button\"\n\t\t\t\t\t\t\t\tdata-dl-additional-info=\"bottom cta banner\"\n\t\t\t\t\t\t\t\tdata-no-auto-dl=\"true\"\n\t\t\t\t\t\t\t\tstyle=\"\"\n\t\t\t\t\t\t\t\tonmouseover=\"\"\n\t\t\t\t\t\t\t\tonmouseout=\"this.style.backgroundColor='';this.style.borderColor='';this.style.color='';\"\n\t\t\t\t\t\t>Learn more<\/a>\n\t\t\t\t\t<\/div>\n<\/p><\/div>\n<\/p><\/div>\n<p>\t<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s a lesson the most successful organizations of the work-from-home era have already grasped. According to a <\/span><a href=\"https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/what-executives-are-saying-about-the-future-of-hybrid-work\"><span style=\"font-weight: 400;\">report from McKinsey<\/span><\/a><span style=\"font-weight: 400;\">, the companies that saw the greatest productivity during the pandemic also made the most explicit efforts to help managers deal with the unique challenges of leading remotely.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Among businesses that saw the best results during WFH, 57% said they both established strategies on how to lead remote teams differently and trained managers on the required skills. Only 36% of companies that lagged during the pandemic said the same.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So what do leaders need to do to support their workers and drive better results from hybrid work? It\u2019s all about brushing up on specific management skills and rethinking outdated notions of work.<\/span><\/p>\n<h3 class=\"heading h3\"><b>1. Communication at the forefront<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Communication is the backbone of almost every aspect of work, and leaders will need to make an explicit effort to enable optimal interactions with and within their teams. That\u2019s easy in the office when communicating requires no more effort than walking a few steps to the desk or office of a teammate.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But when people don\u2019t share a space, communication requires more intentional effort. This means implementing the tools, processes and working on soft skills that promote better communication between managers and reports, teammates, cross-functional partners and other working relationships.<\/span><\/p>\n<h3 class=\"heading h3\"><b>2. Drop old productivity measures<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Focusing on how long people spend clocked in vs. the results they achieve can be a counterproductive way to assess performance. Instead of placing the value on meaningful outcomes, this metric really only encourages employees to spend more time looking busy. And <\/span><a href=\"https:\/\/www.entrepreneur.com\/article\/316450\"><span style=\"font-weight: 400;\">89% of employees<\/span><\/a><span style=\"font-weight: 400;\"> waste time at work every day,<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This increases the risk of burnout without necessarily driving better work. Instead, focus on the results people are achieving (and if lags are occurring, consider what other barriers might be standing in workers\u2019 way).<\/span><\/p>\n<h3 class=\"heading h3\"><b>3. Don\u2019t forget to level set<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">When people work from separate locations and\/or have different schedules, it\u2019s easy for silos to develop\u2014and there\u2019s a risk that chasms and misalignments can widen and become a serious problem before they\u2019re recognized and fixed. As such, ensuring that everyone has full clarity on goals and expectations is paramount.\u00a0<\/span><\/p>\n<h3 class=\"heading h3\"><b>4. Trust is key<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">It\u2019s understandable that when managers can\u2019t see their employees at work, they may have questions about how workers are managing their time or performing their tasks. But it\u2019s critical to resist the urge to micromanage. That\u2019s because peering over employees\u2019 shoulders conveys a lack of trust and respect, and research shows this can erode <\/span><a href=\"https:\/\/www.researchgate.net\/publication\/335690856_Work_Engagement_Trust_and_Respect_to_Engage_your_People\"><span style=\"font-weight: 400;\">employee engagement<\/span><\/a><span style=\"font-weight: 400;\"> and effectiveness.\u00a0<\/span><\/p>\n<h3 class=\"heading h3\"><b>5. Convey a sense of purpose<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">This one honestly can\u2019t be overstated, but often gets overlooked. No one wants to feel like a hamster on a wheel. And when employees lose track of the purpose of their work, qualities such as engagement and morale\u2014and ultimately work results\u2014can suffer.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Without strong connections, hybrid teams, in particular, face a greater risk of losing the thread, and that\u2019s why their managers need to take explicit steps to convey and reinforce exactly what everyone is working towards. This includes recognizing teammates for their achievements and instituting regular touchpoints to keep everyone aligned.<\/span><\/p>\n<h3 class=\"heading h3\"><b>6. The power of connection\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Job satisfaction isn\u2019t just about the work\u2014it\u2019s about the people you work with. Studies also show strong links between how people feel about their jobs (and how they perform) and how connected they are to their colleagues.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This remains true even when teams work from different locations: <\/span><a href=\"https:\/\/www.ringcentral.com\/connected_culture_report.html\"><span style=\"font-weight: 400;\">our research<\/span><\/a><span style=\"font-weight: 400;\"> found that remote and hybrid teams that embrace a connected culture report better productivity and employee wellbeing. Promoting strong team bonds takes more explicit effort when you\u2019re hybrid, and it\u2019s a part of work that managers can\u2019t afford to ignore.<\/span><\/p>\n<h2 class=\"heading h2\"><b>Management for a new era of work<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A move to hybrid work offers <\/span><a href=\"https:\/\/www.ringcentral.com\/us\/en\/blog\/hybrid-work\/\"><span style=\"font-weight: 400;\">exciting benefits<\/span><\/a><span style=\"font-weight: 400;\"> for employers and employees alike. But this shift can\u2019t be approached as \u201cbusiness as usual.\u201d Hybrid teams and hybrid workers have new needs that old ways of working don\u2019t always address, and this includes how they are managed.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Even the most experienced managers will need to take a look at their habits and attitudes and make adjustments to reflect how their teams work now. But with the right approach and a concerted effort to optimize communication and team connections, the potential is enormous.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Highlights: Managing a hybrid work team will be a lot different than a remote or onsite team. 57% of successful businesses during the pandemic created new management strategies for remote work. Conveying purpose and recognizing achievements are among the top best practices for managing hybrid workers. &nbsp; The workplace is changing right before our eyes. &#8230;<\/p>\n","protected":false},"author":29,"featured_media":47876,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[17901,18390],"tags":[34906],"class_list":["post-47875","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-leadership","category-communication-and-collaboration","tag-hybrid"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v19.3 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>The secrets to managing a hybrid workplace | RingCentral Blog<\/title>\n<meta name=\"description\" content=\"Highlights: Managing a hybrid work team will be a lot different than a remote or onsite team. 57% of 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