One of the significant challenges for managers in a
is maintaining team cohesion and fostering a sense of belonging among employees who may not share a physical workspace regularly. Leading a hybrid team effectively requires intentional effort to build connections and ensure that every team member feels like a valued part of the group, regardless of their location. For managers, cultivating a connected and inclusive hybrid team is an essential skill.
Spontaneous interactions that build camaraderie in a traditional office are less frequent in a hybrid model. Therefore, managers must create deliberate opportunities for social connection. This can involve scheduling regular informal virtual gatherings, like coffee breaks or social hours, where team members can chat about non work related topics. Encouraging the use of dedicated social channels on communication platforms can also facilitate casual interactions and help employees feel more connected on a personal level. Exploring creative hybrid team building activities can also help bridge the gap.
Inclusive meeting practices are vital for ensuring that remote employees feel involved and connected. Managers should facilitate meetings in a way that gives everyone an equal voice and opportunity to participate. This might involve using video for all participants, utilizing chat functions for questions and comments, and actively soliciting input from remote attendees. Avoiding sidebar conversations in the office that exclude remote team members is also crucial. Strategies for running effective hybrid meetings are a key component of fostering connection.
Beyond formal interactions, managers should encourage peer to peer connection within the team. This could involve setting up a buddy system for new hires, pairing employees with different roles or locations for informal chats, or creating opportunities for cross functional collaboration. When employees have strong relationships with their colleagues, they are more likely to feel a sense of belonging and be more engaged in their work.
Supporting employee well being is also intrinsically linked to fostering connection and belonging. Managers should be attuned to signs of isolation or disengagement in their hybrid team members and proactively reach out to offer support. Creating a culture where employees feel comfortable discussing challenges and seeking help is vital. Our article on supporting employee well being in a hybrid environment provides further guidance. By actively working to foster connections, promote inclusivity, and support well being, hybrid managers can build a cohesive team where everyone feels valued and connected, contributing to a positive and productive work environment.