Are you an employer trying to navigate having your staff working part-time in an office and from home? It can be challenging to understand how to manage hybrid workers. This tupe of work is still fairly new for many, so it makes sense that understanding how to manage these individuals can be intimidating for some.
According to a survey completed by Economist Impact, 77% of workers believe their managers need specific training on how to supervise hybrid teams. It is evident that there is a training gap that needs to be addressed in order to help hybrid workers become more successful in their positions.
Tt is essential to understand the four types of hybrid worker personalities and how you can have a better understanding of the big picture challenges and day-to-day operations of each.
The Evangelist. This group is happy with hybrid work. They are typically very satisfied with the technology, social dynamic and policies that are already in place. Approximately 24% of the hybrid workforce consists of Evangelists. For these individuals, it is important that managers help them to feel empowered, invite them to share their own best practices with the team, keep them engaged through consistent check-ins, and offer continuous support to make sure that they have the right technology and don’t need any additional assistance.
The Pragmatist. This is the largest segment of the hybrid workforce (39%). This group is optimistic about hybrid work, however, may be facing certain challenges that need to be addressed. These individuals enjoy hybrid work and they want to be a part of the process that ensures it is successful, however, they currently don’t think it is working well for their organization. This group feels that their company’s new policies don’t encourage employee input and thus seem the policies are unfair. How can you assist these individuals? Encourage input and do employee surveys. Be flexible and be transparent. Overall, communication is very important to this group of employees.
The Fair-minded: Approximately 23% of hybrid teams consist of these individuals that are very focused on employee fairness, wellbeing and inclusion. They appreciate the opportunity to have hybrid schedules, however, in the long-term they are hoping for greater flexibility in location and their work hours. They believe that communication is key and that if their workplace is to have a better culture, employees need to collaborate with their managers. In other words, you need to foster social connection and build an inclusive environment to help these employees feel satisfied in their positions.
The Undecided: The smallest category of hybrid workers is the undecided, which is made up of 13% of those polled. The reason this group is undecided is because they’ve yet to experience the significant benefits of hybrid work. It is possible that the reason they are undecided is because they are working at an organization that has not issued hybrid policies, so they are in an uncertain environment. This specific group also has higher rates of technology challenges, issues communicating remotely, and doesn’t have the right tools to collaborate with teammates. With this specific group of individuals, clearly communicate hybrid policies, help strengthen their sense of belonging, and assist with eliminating communication gaps created by poor technology.
To successfully manage your staff, it is essential that you acknowledge that each of your employees may experience hybrid work differently. Learn how to manage different challenges so that you can help each member be satisfied with their positions and help them feel included.
