A great manager in the hybrid workplace is one who can effectively lead, motivate and engage with their teams, both remotely and in-person. This requires the right balance of strong communication, team problem solving and trust-building skills.

When problem solving, great managers in the hybrid workplace will have the ability to quickly identify challenges and find creative solutions that are effective for both in-office and remote teams. They should have the ability to delegate tasks to each team member and provide them with the necessary resources and support. Effective leaders will also be able to communicate and apply their solutions effectively to ensure that everyone is on the same page and that the team is working together in a cohesive way.

When engaging with teams, effective leaders will be able to foster relationships and build trust. They must be able to trust their teams to work remotely and be comfortable with the challenges of remote work. They must have faith that their teams are fully capable of completing tasks on their own and that they will be held accountable for their own work. Great managers will be able to provide the right direction and support to help their teams succeed, while also allowing their teams to have the freedom to make their own decisions.

Productivity is an asinine target as there isn’t a reliable way of measuring the ‘productivity’ of a knowledge worker. The idea that it can be tracked often sees backwards behaviour like tracking software. Excessive levels of workplace monitoring can be harmful to an employee’s sense of well-being. Workers may feel like all their movements are being tracked, and their environment is less personal and welcoming because of it. Ultimately, this can result in declining performance and low morale. Instead, look at engagement and other factors that can demonstrate how effective your teams are. Think about effective teams and how you can get them to work well together. To do that, look at their work environment, ensure they have access to the right tools to do their jobs seamlessly and then determine the right practices or ways of working.

Recognising and rewarding employees with in-person or virtual kudos for their achievements. Performance incentives, such as financial rewards or tokens of appreciation, including food hampers, help develop a supportive culture that increases employee commitment.

Executives are the ones who drive workplace culture and are responsible for setting the right tone as the company transitions to the hybrid workplace. Some leaders may struggle with the transition which can create a culture of distrust for the hybrid workplace. An effective leader will ensure the move to hybrid work becomes a powerful advantage by fostering trust and communication.

When you’re looking to hire the best candidates in Adelaide , it pays to have the best recruitment agency behind you. At Mansfield and Co Recruitment, our award-winning recruitment team will help you attract, acquire and retain talent and ensure your organisation stays ahead of the competition. Are you looking to hire? Go to our website to find out the roles we specialise in. To book an in-person coffee meeting with Mansfield and Co director Melanie Mansfield , click here. If you have a question for Melanie Mansfield and her team , phone 08 8463 1198 or email admin@mansfieldandco.com.au

References

https://theconversation.com/the-future-of-work-is-hybrid-heres-an-experts-recommendations-167432

https://www.theceomagazine.com/business/management-leadership/hybrid-work-environment/

How To Be An Effective Leader In The Hybrid Workplace

Mansfield & Co Recruitment