5 New Rules for Leading a Hybrid Team

Hybrid work means it’s easier to miss out on the small moments that make teamwork magical and spark innovation. Google News, for example, was the result of a casual conversation between two employees standing next to each other in line for lunch. In an office, these types of interactions happen naturally; in a remote setting, they fall by the wayside and over time this is highly detrimental.

Nudges can offer an opportunity to spark these moments in a hybrid environment. You could send nudges encouraging employees to “Reach out to a team member today”, for example.

While you should offer your people autonomy, you also shouldn’t shy away from putting a stake in the ground. When it comes to company direction, policies, and values, being clear is the kindest thing you can do — even if your decision is unpopular.

When people know what’s happening, they can make the best choices for themselves. It’s ambiguity that is more punishing.

Use the shift to hybrid as an opportunity to identify cultural gaps, and to set new norms to create a better, stronger culture.

Encourage managers to take notice of who often dominates the conversation in meetings or receives the most recognition for a project’s success. Make the evaluation criteria for projects as clear as possible: The more explicit the rubric, the less room for bias.