4 resolutions to help hybrid teams thrive in 2021

hen running a hybrid team in 2021, transparent communication, global support and a strong sense of fairness are just some of the ways to create synergy.

 Your team got used to working remotely in 2020. Now, in 2021, it may have to adapt to the new hybrid model, where some members work from home, others return to the office and still others work in satellite offices. Here's how you can help them adapt, and ensure your business thrives during the transition.

• ‍Continue tocommunicate

Effective communication is one of the key management skills required to successfully manage a hybrid team. However, for managers, it's important to formulate internal operating rules in advance to meet the organizational and scheduling expectations of each team member.

By keeping employees in the loop of decision-making and trying to be as transparent as possible, and encouraging participation, you avoid "them and us" situations. "Communication via the automated workflow of certain processes can help eliminate the time-wasting ping-pong of e-mails, and encourage remote team participation," suggested BrandMaker CEO Mirko Holzer in a Forbes Technology Council article.

• ‍Ensureequal opportunities

When working with dispersed employees, it's easy to fall into the "out of sight, out of mind" trap of performance monitoring.

However, when working with a mixed team, no matter where the team members are, it's important to remain open, fair and inclusive with everyone. A global engagement study by Officevibe shows that 31% of employees would like managers to communicate with them more frequently.

Encourage teamwork through weekly virtual meetings, conduct online appraisals and ensure that career paths are fair for both office-based and remote employees.

• ‍Preservingflexibility

It's impossible to predict unpredictable factors, but what the past year has taught us is that flexibility is a skill that is far from being valued.

In a Business Insider report, Jay Friedman recommended "Maximize flexibility and establish 'pro-life' integration. Define clear work schedules for everyone using a shared work calendar, so that every team member is clear about who does what and when they work, including "invisible" colleagues.

In addition, try to consider some flexibility during the working week, so that if someone's personal situation changes (such as illness or a class suspension), the other team members are fully aware of it and can make the necessary adjustments.

• ‍Sharethe benefits

Whether employees are working at their kitchen table or in the office, don't forget anyone. A recent study by the Center for Talent Innovation found that employees who feel a sense of belonging to the team or company are 3.5 times more effective, more motivated and more engaged.

When it comes to team rewards, remote employees may not enjoy the benefits offered to office-based employees, which can demotivate them. For example, if the company offers in-office yoga classes or discounted gym memberships, it can offer live and remote yoga classes, or local discounts, so that remote employees can enjoy them too.

What's more, if you're organizing a team lunch, you could, for example, have a meal delivered to telecommuting employees.

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