Managing a Hybrid Workforce: Leading in our Changed Reality
How are you feeling about being a leader these days? If your honest answer reveals a bit of insecurity and anxiety, know that you are not alone. One of the topics we discuss in our leadership development programs is the struggle of leading in this new and ever-changing reality. Companies and leaders are figuring it all out as they go along, which can be difficult. And this can be especially true when we consider managing a hybrid workforce. So, we thought this month we’d address this very real challenge. Join us!
The New Reality
It’s time to acknowledge the fact: we’re NEVER going back to “the way it used to be.” The discomfort about this is universal – and you're not alone if you’re noticing a significant change in how you feel about your career and future. Even those who are thrilled at the “new normal” still admit to having some reservations. So - how can you lead your team, manage yourself, and keep your business moving forward? Consider three fundamentals:
1. Communicate, Communicate, Communicate
What we’re seeing is this : leaders need to double-down (or triple-down!) on communication right now. Those of you in marketing are familiar with the Rule of Seven which says that a marketing campaign isn’t successful until a customer has seen or heard the message seven times. Seven! So think about what that means for how many different ways and venues you’ll need to use to keep your team focused. You can’t over-communicate right now.
And in our new reality, it’s more than just saying something clearly and consistently. It’s also about connecting the information to a meaningful purpose. A Gartner study from earlier this year indicates that 65% of employees surveyed acknowledge that the pandemic has them rethinking “the place work should have in my life”. So aligning work to purpose matters. And when you help people make a connection between what they do day-to-day and your company’s purpose, mission and vision, that’s where you build energy, passion and commitment.
Better yet, when you can make that connection two-way, and define how the work they’re doing aligns to their PERSONAL mission and vision - that’s where the magic happens! We see this all the time with our clients. It looks like this:
People who value relationships and helping others make tremendous people managers.
People who love solving problems and really getting at the root of an issue can leverage data in a way that drives innovation and revenue.
Those who are adept at dealing with conflict and value the stimulation of a healthy debate encourage others to think out of the box and try new ideas.
Aligning your work to your values - what we like to refer to as the Path to Purpose - makes for a more meaningful [and usually more successful] career.
2. Set Boundaries For Them
Part of your role as a leader is to establish the vision and priorities for your team. Your role is to help create an environment where your team can contribute and flourish. And part of creating that environment means setting boundaries. Hybrid work makes it even harder for leaders and employees to draw the line. Role model what it looks like to have healthy boundaries, and have an open dialogue with your team. Here are some things to consider:
Establish “work hours” for your team - no one is expected online before 8AM, for example, or after 6PM with equal respect across time zones
Talk about what people accomplished, not how many hours they work: focus on deliverables and work product, not hours in the “office”
Remove barriers. Part of your role as a leader is to advocate for your team. Use your positional power to collaborate with your peers and customers to define a solution that works for everyone, without overtaxing your team
Let people know when you’re going to be out of the office: whether it’s leaving early for a kids’ soccer game, or taking a real vacation - allowing yourself to have this time lets your team know they can do the same
Finally - the hardest one of all: just say NO. Evaluate your priorities and workload on an ongoing basis. And if you need some ideas on how to say no effectively, check out this HBR classic.
3. Consider Video Conference Alternatives
It’s worth mentioning that part of preserving your health with boundaries as a leader is creating distance on the long Zoom days. Not only are back-to-back virtual meetings exhausting but it’s also challenging to your mental well-being. A recent Time article outlined the importance of assessing how you’re spending your screen time versus just looking at the amount of time spent on our devices.
Either way, we know Zoom fatigue is real, and that people need a break from their screens. Small steps matter, and small changes can lead to a big impact. Try one or two strategies this week to cope with your 8-10-12 Zoom hour days:
Turn your camera off: give people a break from having to be “on” all day. Sometimes, you just need to be in a t-shirt and shorts. Productivity does not have a dress code.
Make meetings shorter by even five (or 15!) minutes: give people a little breathing room in between meetings.
Walk while talking: if you establish clear roles and responsibilities in meetings, and have, for example, an assigned Facilitator and Note-taker, it frees others who are participating to not have to be tied to their desk for the meeting.
Go retro: jump on a phone call: we’ll often do phone calls for 360 assessment interviews in our Executive Coaching engagements. People are typically pleasantly surprised at the chance to have a 30-minute non-video interaction. And, on our side, we can be 100% focused on the content of the conversation.
Just say NO. (Sensing a theme here? Same final answer as above!)
Executive Coaching
Whether it’s navigating the challenges of a hybrid workforce or finding ways to reignite the excitement, purpose and joy in your career - we’re here for you. We offer one on one executive coaching, helping leaders identify and leverage strengths, and understand and minimize blind spots. Reach out today to learn more about how we can help you get you started on YOUR path to purpose.