In a hybrid workplace, the traditional command and control style of management is largely ineffective. Leading a hybrid team successfully hinges on building a foundation of trust and empowering employees to take ownership of their work, regardless of their location. For managers, cultivating this trust and empowering their team members are essential skills that directly impact productivity and morale.
Trust is the currency of hybrid work. Managers must trust that their employees are capable of managing their time and responsibilities effectively, even without constant direct supervision. This requires a shift in mindset from focusing on where and when work is happening to focusing on what is being accomplished. When managers demonstrate trust, it fosters a sense of autonomy and responsibility in employees, which can lead to increased engagement and productivity. Conversely, a lack of trust can manifest as micromanagement, which is detrimental to morale and performance in any work setting, but particularly so in a hybrid one.
Empowerment goes hand in hand with trust. Hybrid managers should empower their team members by providing them with the autonomy to make decisions within their areas of expertise and by giving them ownership over their projects. This includes providing them with the necessary resources, tools, and information to succeed. Empowering employees also means supporting their professional development and providing opportunities for growth, regardless of their location. Discussing career goals and development pathways during regular check ins can reinforce this commitment. Our guide to
performance management in hybrid settings
emphasizes the importance of clear goals and empowered execution.
Measuring performance in a hybrid team should be outcome oriented. Instead of relying on visible presence, managers should focus on evaluating results, deliverables, and contributions against clearly defined goals and objectives. This requires setting clear expectations upfront and utilizing project management tools and other technologies to track progress and provide transparency. Fair and objective performance management in hybrid settings reinforces trust and ensures that employees feel valued for their contributions.
Building trust and empowering employees in a hybrid team requires consistent effort and a willingness to relinquish some traditional control. It means focusing on building strong relationships based on mutual respect, providing support and resources, and evaluating performance based on tangible outcomes. By mastering these skills, hybrid managers can create a high performing team that thrives on autonomy, trust, and a shared commitment to success. This approach not only benefits the team but also contributes to a more positive and productive overall company culture.