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Managing Hybrid Teams
1) The document provides advice for managing hybrid teams that include both in-person and remote workers. It discusses the importance of supporting flexibility and change, creating team routines, implementing working out loud practices, mixing work and fun, and managing staff and conflicts. 2) Specific recommendations include being human-first, finding creative ways to stay connected, setting expectations together, focusing on clarity and commitments, and mustering courage for direct communication. 3) The document is authored by Rachel Happe, a strategist at Engaged Organizations, and provides additional resources on hybrid team management.
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Managing Hybrid Teams
- 1. MANAGING HYBRID TEAMS Advicefor Thriving Together Online www.engagedorgs.com
- 2. Engaged Organizations worksto make organizations work for humans. We are committed to bringing connection, joy, and trust to workplaces by fostering community-centric cultures. www.engagedorgs.com
- 3. RACHEL HAPPE STRATEGIST *ANALYST * ADVISOR Rachel has worked with a wide variety of organizations, including: EXPERTISE STRATEGY ✽ BUSINESS MODELS ✽ LEADERSHIP ✽ GOVERNANCE ✽ TECHNOLOGY ✽ COMMUNICATIONS Prior to Engaged Organizations, Rachel led The Community Roundtable, where she published 12 years of groundbreaking research looking at how people engage in online networks.
- 4. MANAGING REMOTE TEAMS Questions 1)What is your role? 2) Have you worked remotely before? 3) How long have you managed a remote team? 4) What is your biggest area of concern? @rhappe www.engagedorgs.com
- 5. TOPICS COVERED 1. Supportchange, adaptation, and flexibility 2. Create teamwork routines 3. Institute Working Out Loud 4. Mix work and fun 5. Manage staff and conflict www.engagedorgs.com @rhappe
- 6. • Actively givepermission to take time and space to juggle and adapt • Check-in individually as ask how people are feeling • Be aware and sensitive to people’s situations • Create space to talk about anxiety • Offer/Remind staff of other support resources SUPPORT CHANGE, ADAPTATION, AND FLEXIBILITY People are anxious and stressed – don’t ignore that Support Change www.engagedorgs.com @rhappe
- 7. Status Meetings Update/Report 60-Min Default PrivateExchange Passive Conflict Consensus THINK DIFFERENTLY ABOUT SCHEDULES Routines Updates via Text Chat Ask Me Anything 15- or 30-Min Default Public/Team Update Explicit Discussion Crowdsourced Feedback and Decision Ownership www.engagedorgs.com @rhappe
- 8. CREATE SPACE ANDPROMPTS TO REINFORCE Explicit Space & Time for Team Culture • Gratitude • Wellness • Social Events Build Prompts • Invitations • Habits • Social Norms Encourage a Buddy System • Check-ins • Workout/Lunch Buddies Routines @rhappe www.engagedorgs.com
- 9. Daily Rituals • Morningand Evening Greetings • Daily 15-minute stand up meeting • Red/Yellow/Green mood status • What’s giving people energy/What’s draining their energy • Virtual lunch dates • Keeping a video channel open to co- work Weekly Routines • 3 Frogs • PPP (Progress-Plans-Problems) • Virtual Happy Hour ROUTINE AND RITUAL IDEAS Routines www.engagedorgs.com @rhappe
- 10. Structure Matters –Literally Create Space • Functions, initiatives & projects • Product / Services • Culture and Social Interests • Support, Reward, and Development • Shoutouts • ProTip • Goodreads • Flip That Sh*t Modeling & Questions Help • Update as you start and stop work • Share ideas and interesting articles • Make feedback the rule, not the exception ASYNCRONOUS COLLABORATION W orking Out Loud www.engagedorgs.com @rhappe
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- 12. Approaches to WorkingOut Loud W orking Out Loud www.engagedorgs.com @rhappe
- 13. Events • Secret Santa •Happy Hour • Tea Time Habits • Custom Emoji • Sharing pets, food, vacation pictures Mixing Work & Fun W ork & Fun www.engagedorgs.com @rhappe
- 14. Managing Staff • Connectweekly • Ask questions • Encourage questions • Backchannel Negotiating Conflict • Seize the moment for feedback • Get on video • Ask how the person is feeling • Take a break/mental health afternoon/etc Managing Staff & Conflict M anagem ent www.engagedorgs.com @rhappe
- 15. Delay Creates anOpportunity • Clarity • Conciseness • Incremental/Agile work • Discussion Transparency is a gift • Prompts us to think more carefully • Encourages us to treat everyone equally • Includes everyone Asyncronicity allows for flexibility • Team members can juggle & manage their schedule with less stress • Meetings don’t need to be jammed in when everyone is available Digital Encourages Direct Communication M anagem ent www.engagedorgs.com @rhappe
- 16. Issues get addressedimmediately • Less wasted work • People learn to respect and accept differences • Emotional environment is calm • Feedback is the norm, not the exception Trust is higher • No hidden agendas • No paranoia due to missing feedback • Better relationships Direct Communications Improves Productivity M anagem ent Tips and Tricks “That doesn’t work for me” “How do you feel about x?” Reflection helps articulate reasoning Don’t resolve conflict for others www.engagedorgs.com @rhappe
- 17. HYBRID TEAM MANAGEMENT RECOMMENDATIONS 1)Be human first 2) Find creative and light ways to stay connected 3) Set explicit expectations together 4) Focus on clarity, collaborative approach, and commitments 5) Muster courage to be direct www.engagedorgs.com @rhappe
- 18. Interested in LearningMore? EXPLORE PROCURE SUBSCRIBE www.engagedorgs.com REPORT NEWSLETTER COLLABORATIVE WORKBOOK
- 19. Further Reading andResources 1. How to Hybrid: Defining and Navigating a New Normal for Work - Engaged Organization’s Blog 2. Working in a coronavirus world: Strategies and tools for staying productive – Dion Hinchcliffe, ZDNet 3. How to Work From Home Without Losing Your Mind - Wired 4. How to Manage Remote Direct Reports – Rebecca Night, HBR 5. How to Manage Remote Teams Effectively – Society for Human Resource Managers (SHRM) 6. Navigating Conflict in Remote Teams – Engaged Organization’s Blog www.engagedorgs.com @rhappe
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