CODAC Management Manual

LEADING HYBRID TEAMS Author: Mary Gormandy White

CODAC is committed to incorporating the benefits of a hybrid workforce into its way of doing business, then it is up to you to rise to the occasion and be the leader that your direct reports need. The idea of adapting to a new way of leading can be stress-inducing, but by continuing to apply what you know about how to be an effective leader while incorporating best practices for leading a hybrid team, you will be on your way to success. SCOPE OF AUTHORITY With the exception of employees working outside of Pima County or the State of Arizona, CODAC supports flexible remote, onsite or hybrid employee schedules. With that said, employee schedules are also based on multiple factors including, but not limited to, member preference, safety and strategic planning as well as site coverage and agency need. As leaders, we are all responsible with for assessing, modifying and ensuring schedules are consistently reviewed and revised in order to meet the unique service delivery needs of our diverse community and member population. WHAT IS A HYBRID WORKFORCE? A hybrid workforce is one in which some work takes place on an employer's premises, while other work takes place from employees' homes or other remote locations. At CODAC there are several hybrid workplace options. 1. On-Site, which means that specific employees work on-site all the time. 2. Hybrid, which means that certain employees are required to work on-site on certain days of the week, while remote work is allowed or required on other days. 3. Remote, which means that specific employee works remotely 100% of the time (limited to position and needs of CODAC). With the third option listed above, employees do not have to be in the same city or town where the CODAC has a physical location. The other options require employees to be based within commuting distance of the employer's worksite. Either way, CODAC has adopted a hybrid workforce strategy and is able to cast a wider net for talent than those employers with less flexibility regarding where work is to be performed. KEY CHALLENGES OF LEADING A HYBRID TEAM In many ways, managing and leading a hybrid team is similar to overseeing a fully on-site or fully remote team. But there are some key differences and challenges to consider and prepare for, including: • Facilitating effective communication in a manner appropriate for a hybrid workforce; • Building a cohesive and united team when some employees work on-site and others work remotely; • Boosting employee engagement on both individual and team levels; • Updating your approach to performance management for a hybrid workforce; and • Crafting an organizational culture in which hybrid teams are an operational norm. BEST PRACTICES FOR LEADING A HYBRID TEAM The key to effectively leading a hybrid team lies with finding a balance of best practices that will ensure that your team is able to deliver peak performance, regardless of where individual team members are located. As a leader, you play a significant role in how effectively this can be done. FACILITATING EFFECTIVE COMMUNICATION IN A HYBRID WORKFORCE Effective communication should be a priority in any workplace. It can be particularly challenging in a hybrid work environment. With a combination of on-site and remote employees, communication cannot be fully worksite based, nor can it be structured as if everyone works off-site. Add to that the fact that you may have employees across multiple time zones and communication becomes even more complex.

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