In the last two years, as organizations implemented return-to-office policies, workers worried about losing flexibility. But it’s gone better than expected for those who transitioned into a hybrid schedule, meaning they spend some time working in-person and some remote. According to a report from ADP Research Institute, worker engagement is up, and it’s higher in hybrid workplaces than in fully remote or fully in-person settings. The differences are even more dramatic for employees who are part of a team—hybrid team members reported feeling almost twice as engaged at work as fully remote team members.When workers are performing well and turnover is low (as is the case when engagement is high), managers and leaders have to tread carefully to keep it that way. On the one hand, they don’t want to rock the boat. On the other hand, it takes effort and action to keep a workforce engaged and consequently productive.
(Credit: ADP Research Institute)
Here are three things managers and leaders need to be doing now to keep the good vibes going:1. Be Intentional About In-Person Work TimeBusiness leaders must be intentional about how they and their staff use their in-person time together, according to Jay Caldwell, chief talent officer at ADP. “You need to make sure you create the space for people to connect when they’re together or to organize the collaborative work,” he said.When designing a hybrid work policy, managers need to think about which people will overlap during their in-person time and what they can only accomplish when face-to-face. For example, it might be best to schedule collaborative meetings when people work in person since there’s a more natural flow to language and communication than on a video call. And when people meet in a room together, they’re more likely to chit-chat and get to know one another, which is another way to feel engaged and connected at work.2. Foster RelationshipsAside from scheduling meetings, managers need to put additional time into fostering relationships. Results from a Gallup poll suggest managers need to be consistent and frequent when it comes to giving people recognition, showing that they care (by, for example, asking, “What would make you feel like a valued team member?”), and showing staff that their opinions and ideas matter.”The most important thing managers can do to foster good relationships with their hybrid employees is to give them their trust,” said Kate Lister, president of Global Workplace Analytics. “To do that, they need to agree on goals and how success will be measured, and give them the resources they need to succeed.”
(Credit: Gallup)
So, in the same way that leaders need to better plan how to use their in-person time, they also need to be intentional about staying in touch and keeping human connections alive when the team is remote.3. Challenge and Grow Your PeopleThe job market today is in an unusual place. Even though the unemployment rate rose slightly in July to 4.3%, according to the Bureau of Labor Statistics, that number is still historically very low. But the number of people not currently in the workforce who are now looking for a job increased by 366,000 to 5.6 million in July.
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By and large, according to Caldwell, people want to “keep the job that they’re in because it’s safer, more reliable, and changing jobs and companies is risky. As that relates to engagement, we might see things start to level off. We might see employees become a little bit more comfortable or complacent in their roles because there isn’t as much opportunity to move within their own organizations.”In other words, employees risk feeling stagnated. Caldwell said managers should ask themselves, “How do you continue to challenge and grow your people, even in an environment where there’s not as much movement?”According to Lister, it helps when managers act more like coaches than “the boss,” continually talking to people about what they want and need. That way, managers can bring the right kinds of challenges and support, whether it’s training, mentoring, special projects, or introductions to new people.For more advice about remote and hybrid work, see 20 tips for working from home and 5 simple tips for a better remote work-life balance. And if you’re worried about your own stagnation, read up on how to continue professionally networking even when you’re remote.
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