In today’s post-pandemic world of work, hybrid working models have emerged as the new normal. According to a recent survey, nearly two-thirds (64%) of company leaders reported their workplace using a hybrid work model.
Organizations are eager to offer the flexibility of remote work while also preserving the benefits of in-person collaboration, and hybrid work is a way of enjoying the best of both worlds. What’s more, the research shows that hybrid work is no less productive than office-based work. “The results are clear: Hybrid work is a win-win-win for employee productivity, performance, and retention,” says Stanford economist Nicholas Bloom.
However, hybrid work does pose challenges in terms of managing a mix of in-office and remote team members. Whether it’s communication, collaboration, project management, or performance reviews, every aspect of team management needs to be carefully thought through and adapted to suit the hybrid workplace. For distributed organizations, there’s the extra challenge of employees being in different time zones and therefore having different working hours.
If your company is both hybrid and geographically dispersed, here are some strategies to successfully lead hybrid teams spread across time zones.
Set clear expectations
To ensure smooth operations in a hybrid environment, it’s important to set clear expectations from the start. “Have an explicit discussion about how and when you’re going to communicate, who has access to what information, who needs to be in which meetings, and who needs to be in on which decisions,” advises Linda Hill, a professor at Harvard Business School.
Regarding hybrid working arrangements, there shouldn’t be any confusion around the specifics of remote vs. in-office days, whether in-office days are fixed or flexible, or whether some roles are fully in-person while others are fully remote. Take the time up-front to develop a robust hybrid work policy that clarifies these details.
In order to work together effectively, everyone should also be on the same page about their goals, key results, and project timelines as a team, and how each person contributes to the whole. At the level of processes and tools, set clear expectations around communication and project management so that everyone knows what tools and channels to use for what purposes. Clearly communicating expectations from the start helps avoid confusion or inefficiency and sets everyone up for success.
Lean into asynchronous work
When your hybrid team is spread across time zones, their working hours will vary based on where they’re located. Adopting asynchronous work practices is a great way to help people work together productively despite being in different locations and time zones.
For instance, make sure that meeting recordings are available for those who can’t make it due to their time zone. When discussing an important issue or making a decision, use a Notion page or a Slack thread to ensure that everyone has a chance to provide input, regardless of when and where they’re working. Practice good documentation so that people can access the information they need at all times, without having to wait for someone else. Implementing async practices makes it possible for everyone to participate equally and work together effectively as a distributed hybrid team.
Focus on outputs
For hybrid and distributed teams, it’s no longer possible to measure productivity by the time spent at a desk. Instead, clarify the objectives and desired outcomes so that employees can work independently to produce the results or outputs that you need.
When people are working towards a specific goal rather than filling their hours, they’re more likely to work more efficiently and get things done faster. Shifting the focus to outputs will also motivate team members to take ownership of their work, which can lead to more innovative problem-solving and creative breakthroughs.
💡 For more tips and insights, check out Navigating Hybrid Work: Strategies for a Balanced and Resilient Workforce with experts from Oyster and LifeLabs Learning.
Ensure equity
According to research by McKinsey, hybrid work “has the potential to create an unequal playing field and to amplify in-group versus out-group dynamics.” It’s important for managers of hybrid teams to be aware of proximity bias so that they don’t unconsciously favor in-office employees over their remote peers. Otherwise, remote workers can feel pressured to prove that they’re working by being online all the time—and digital presenteeism ultimately hurts productivity and risks burnout.
Ensuring fairness and equity on hybrid teams means making sure everyone has equal access to information, equal opportunities to participate and provide input, and equal consideration for career growth and development. Emphasize inclusion so that remote team members don’t get left out or left behind.
🎉 Check out how Latana built a thriving hybrid culture across borders by partnering with Oyster.
Build a strong culture
Building company culture in a distributed environment takes more work and intentionality since you can’t rely on organic interactions that occur naturally in a co-located office setting. But with people working in different places and time zones, it’s especially important to create a shared employee experience.
In addition to regular team meetings, be intentional about creating opportunities for team members to interact, socialize, and get to know each other. This might include team-building activities, virtual meetups, happy hours, or social calls. “More frequent interactions build and maintain better relationships,” says Geoff Parker, a management expert and professor at Dartmouth College. Fostering strong relationships in your hybrid team will improve trust and collaboration among teammates.
Mastering hybrid work
Initially, it can be challenging to manage hybrid teams effectively. But with the right strategies, you can unlock a new level of flexibility and trust that will help your hybrid team thrive in this new world of work.
Ready to take your hybrid work strategy to the next level? Check out Oyster’s Hybrid Handbook for a comprehensive resource on hybrid work models, policies, communication strategies, performance management, and more.
About Oyster
Oyster is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.
Oyster enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.
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