The work location determines to what extent you have all the information and can drop by the manager. The competency determines whether the employee knows how to find a good balance between working from home and sitting in the office, and whether he can handle it well. For example, is the employee able to easily make contact both virtually and in real life? And does he dare to ask a colleague in the office for a document that he cannot access himself? HBR says hybridity can get in the way of equal treatment and comes up with four methods for you as a manager to minimize the power differential in a hybrid work environment.
Tracking and communication Once you know who is working where and when, you can start a conversation about any issues that may arise and how to deal with them. A hybrid work environment is by definition dynamic, so everything has to be kept up to date. Clear rules are also needed, so that everyone Israel phone number list knows what the intention is. Different setup As a manager, you need to change the balance of power within your hybrid team by making information equally accessible to everyone and also being equally easy to approach for everyone. You should also review your policies and procedures to ensure they do not lead to inequality.
For example, check the KPIs: they should not be directly related to access to certain information. Instruction As a manager, you must be aware of the unequal balance of power in a hybrid work environment, and that also applies to your employees. You must therefore point this out to them and also instruct them on how to prevent a distorted image . monitoring As a manager you must be well aware of all these risks and take every opportunity to pay attention to them. when you train someone or when launching a new team. In a hybrid work environment, meaning is even more important than usual Whether people work at home or in the office, they have one thing in common: they want to make sure their work is valued.