Hybrid team Management (Remote/Office)

Course overview

The concept of hybrid teams, or teams that consist of both remote and on-site workers, has been around for several years. However, it became more widely adopted and recognized as a viable work model during the COVID-19 pandemic, which forced many organizations to quickly shift to remote work. Prior to the pandemic, remote work was still seen as a relatively new and unconventional way of working, and many organizations were hesitant to adopt it. However, the pandemic accelerated the trend toward remote work and forced many organizations to rethink their traditional office-based work models. As a result, hybrid teams have become increasingly popular as a way to balance the benefits of remote work with the advantages of in-person collaboration and teamwork. While the exact origins of the concept of hybrid teams are difficult to pinpoint, it is clear that the pandemic has played a major role in popularizing and legitimizing this approach to work. As we continue to navigate the ongoing challenges of the pandemic, it is likely that hybrid teams will continue to be an important and widely adopted model of work

One of the biggest impact of the Covid-19 Pandemic is on our work environment. Hybrid working became the norm and is here to stay. All leaders and Managers need to create practices that ensure employees in the office are in sync with those working from home and also build fairness and flexibility into your workflow. Managers and Leaders need to talk with their team about how they can best work together in this new environment. They also need to discuss when and how they will communicate, who needs to be in on which decisions, and how employees will structure their workdays. Setting priorities and objectives for the future so that employees are clear about the most important work that needs to get done. This helps employees remain flexible while remaining focused.

The most common feelings when some employees work in office and others work from home are:

“us versus them”
“similar to the phenomenon of having a head office and a satellite office,”

Hybrid working can have a significant impact on both employees and employers, as well as on the broader community and society as a whole. Here are some of the key areas where the biggest impact of hybrid working can be seen:

Employee well-being: Hybrid working can improve employee well-being by providing more flexibility and autonomy, reducing commute times and costs, and promoting work-life balance.
Increased productivity: Studies have shown that hybrid working can increase employee productivity by allowing workers to focus on tasks without distractions, and by reducing the stress and fatigue associated with commuting.
Cost savings: Hybrid working can reduce costs for both employees and employers, such as commuting expenses, office space rental costs, and utility bills.
Access to talent: Hybrid working can allow organizations to access a broader pool of talent, regardless of geographic location, and to hire employees with diverse skill sets and experiences.
Environmental impact: Hybrid working can have a positive impact on the environment by reducing the carbon footprint associated with commuting and office-related energy use.
Overall, the biggest impact of hybrid working is likely to be on the way we work and live, as it offers a more flexible and adaptable approach to work that can benefit individuals, organizations, and society as a whole.

Learning Objectives

The primary learning objectives of this training are:

What are etiquettes and how they impact our work life
Personal time vs professional time
Types of communications and how to choose the most suitable
Good and bad etiquettes
Suggestions

Our Unique Training Methodology

Group discussions
Breakout sessions
Peer learning
Whiteboarding
Brainstorming

Training Medium

The Training on “Managing Hybrid Team” is designed in a way that it can be delivered face to face and virtually.

Course Duration

This Training on “Managing Hybrid Team” is versatile in its delivery. The training can be delivered as a three-day program or can be spread across seven days.

Pre-course Assessment

All participants are expected to read the following Harvard Business Review “ How to manage Hybrid Teams”

Course Modules

Module 1: Introduction and Ice Breaker

Every participant needs to prepare their introduction and a one-minute talk on their experience in etiquette in office working vs remote/ hybrid working.

Module 2: Best practices when managing hybrid teams

Building Trust – Reliability, acceptance, openness and authenticity
Nurturing relationships
Encourage openness and visibility
Result orientation
Expectation setting
Promoting inclusiveness
Engaging with teams

Module 3: Resources needed to manage hybrid teams

Policies that support flexible working time and place
Training on collaboration tools like video conferencing email, phones, knowledge portal , shared drives
Job specific technology
Continuous learning
Virtual networking platforms

Module 4: Onboarding new colleagues in a hybrid environment

Corporate induction
Department specific induction
Buddy
Mentor
Communication during probation
Inclusion at every opportunity

Module 5: Learning on-the-job remotely

Virtual live sessions
Self-learning
Mentoring and Coaching
Platforms to share knowledge

Module 6: Managing performance remotely

Feed forward and not feedback
Evaluate on effort, impact and ownership
Frequent and regular
Positive and growth oriented
Facts, facts and more facts
Asking question
Active listening

Module 7: Managing Change

Identifying and promoting change makers
Identifying, naming and abolishing resistors
Building awareness
Appreciating the merits and acknowledging the demerits of change

Module 8: Beyond managing: Leading Hybrid Teams

Set rules of engagement
Develop daily leadership rituals
Ensuring all team members have the right tools and technology
Effective meeting facilitation
Mention water cooler conversations
Keep building culture
Promote values face-to-face, hybrid and remotely
Promote inclusion
Focus on problem solving

Post-course Assessment

Participants are expected to establish for themselves:

How will they ensure that communication becomes their super power
Create opportunities for team building

Lessons Learned

The Training Bee takes pride in identifying the most critical training requirements of the workplace and curating training programs that are forward looking. The aim of this training on “Managing Hybrid Teams” is to help professionals to manage the change of gaving dispersed teams while remails business focused and inclusive.

Our team of competent trainers, research the present and future workplace trends across industries and geographies and deliver information, knowledge and tools to overcome the challenges of tomorrow. This preemptive outlook differentiates our course design, its delivery and keeps our clients asking for more.