Foster inclusion in hybrid or remote workplaces

- The concept of a hybrid work environment, which blends the flexibility of remote work with the collaborative dynamics of in-person interactions, has gained prominence over the past few years, especially during and immediately following the global pandemic of 2020. Effectively leading a hybrid workforce requires a thoughtful approach that fosters engagement and connectivity among team members, irrespective of physical location. How have you been navigating this new reality? What has worked well and what has been your greatest challenge with hybrid working? Take a moment to jot down your responses in the notebook feature. (upbeat music) When the global pandemic hit, our firm was already positioned as a hybrid work environment. Some days, my staff were in the office, but most days, they worked remotely. I had found real benefits to both, but here are a few things to keep in mind in order to make it work for everyone. Prioritize clear communication. I hold regular team meetings, both virtual and in person, and have found that they serve as a vital forum to align goals, discuss progress, and foster a sense of belonging. We also use various online collaboration tools, such as Zoom, Teams, Slack, monday.com, and Google Workspace. This ensures seamless communication and allows for the exchange of ideas, documents, and announcements. Trust is essential. I empower employees to manage their time effectively and take ownership of their responsibilities. I don't manage to daily calendars or hours worked. I manage to results and goals achieved. I set clear expectations, check in when needed, allow for autonomy in the how they get it done, and I recognize and reward quality work. Implement team building activities that accommodate both remote and in-person participants. Virtual social events, collaborative projects, and cross-functional initiatives foster a sense of community, breaking down physical barriers and promoting a unified team culture. A few other best practices to keep in mind. Camera time. Encourage the use of cameras during virtual meetings when possible. If your remote workers are on camera all day, this can be exhausting, so be strategic about which meetings require the use of cameras. Also offer support and accommodations when asked by those who may have a disability that inhibits them from being on camera for long periods of time. Over communicate. When something is important, communicate it to your team at least three times. Remote workers can easily miss verbal communication that is easily picked up by someone in the same room, so send an email. Make time at the beginning of each meeting for a check-in. This can be as short as what are two words that describe how you're feeling today? The important thing is to make connections between remote workers and in-person workers. Get together once a year. My team works all over the country, and when we meet, we meet in person for a few days each December to celebrate our accomplishments and set intentions for the coming year. Have fun. If your team celebrates birthdays or work anniversaries, set up a chat channel in addition to cutting cake in the break room. Be open to setting new traditions that allow the team to engage in more meaningful ways. Which of these can you do more consistently? At the end of the day, leadership in a hybrid work environment requires a strategic blend of effective communication, trust building, and innovation in your approaches to team engagement. When you embrace these practices, you are cultivating a workplace where employees feel connected, motivated, and empowered to contribute their best, regardless of their physical work setting.