Here are some tips for managing hybrid teams effectively
We’ve all grown used to the new reality of hybrid work being the norm for most teams. But while HR teams work diligently behind the scenes for the rest of the organisation, leaders can sometimes overlook the importance of investing in this team as well.
Managing a hybrid HR team comes with its own unique set of challenges and opportunities. In this blog post, we’ll delve into strategies for effectively managing hybrid HR teams, ensuring seamless collaboration, efficient communication, and successful outcomes for your business.
Embrace flexibility and adaptability when managing hybrid HR teams
Clear communication channels
Establish transparent communication channels that cater to both remote and in-office team members within your HR team. Utilise a combination of virtual meetings, instant messaging and regular, more formal updates that will help keep everyone connected and informed.
Set expectations early
From the moment a HR team is being formed, leaders should clearly outline expectations regarding availability, response times, and deliverables. This promotes accountability and ensures that all team members are on the same page. However, while expectations need to be set, it’s still critical to prioritise work-life balance with hybrid HR teams.
Flexible work hours
As mentioned earlier, work-life balance is is a fundamental aspect of the hybrid work movement. HR managers should recognise that different team members may have varying work preferences.
Embrace flexible work hours while ensuring core team collaboration times are maintained is essential. This is a really important element when managing remote and hybrid teams.
Use technology for collaboration within hybrid HR teams
Virtual collaboration tools
Virtual collaboration tools can be an excellent way to seamlessly transition from the office to home and back again. Find tools that facilitate real-time communication, document sharing, project tracking and video conferencing to ensure everyone feels connected throughout their work day.
Training and onboarding
From their first day, your new hires should feel a sense of community and consistency in their work. Utilise technology to conduct virtual onboarding and training for new hires, ensuring that remote employees receive the same level of support as those in the office.
Cultivate a strong team culture
Foster Inclusion
When managing a hybrid HR team its important to always
foster inclusion, ensuring that everyone feels part of the team – whether working remotely or in the office. Normalising diversity, being proactive, supportive and equitable.
Regular check-ins
It is recommended to schedule regular one-on-one meetings with team members. Checking in with your hybrid HR employees, allows you to stay updated on their progress, challenges, and career aspirations. Regular contact is a necessity to build a professional relationship with your employees.
Team building activities
Virtual lunches, trivia games, and online workshops can all foster a sense of unity among your hybrid HR teams – it's well worth investing the time to make these events something special. If colleagues are able to get on well together outside of a professional environment, whether virtual or face-to-face, it will help improve how they work together during work hours as they will have a greater understanding of one another.
Recognition and rewards
Acknowledge the efforts of team members through virtual recognition programs that reward them, regardless of their location. This provides motivation and a sense of gratitude within employees.
Facilitate skill development
Personalised growth plans
Work with each team member in the HR department to create personalised growth plans that align with their career goals. Use these to create pathways for team members, with things like training, upskilling, and attending virtual workshops.
Mentorship opportunities
When managing remote and hybrid teams it is beneficial to pair remote employees with experienced mentors within the organisation, so they can provide guidance and help with knowledge transfer between departments.
Encourage autonomy amongst hybrid HR teams
Outcome-oriented approaches
A great manager focuses on outcomes rather than micromanaging processes. Empower your team members to manage their tasks independently and foster a sense of ownership. This provides confidence in their work, and growth when taking on new projects or clients.
Results-based evaluation
Evaluate team members in your hybrid HR team based on their contributions rather than the time they spend working. Results are not dependent on long hours spent at your desk, and it’s always better to reward efficiency and remember that people work in different ways.
Managing a hybrid HR team requires a combination of clear communication, effective collaboration and a strong team culture. Like any other hybrid team, it’s a delicate balancing act – one that can be mastered by investing in support for employees.
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