CODAC Management Manual

• Get in the habit of expressing appreciation to employees for their individual contributions to the team. Find something specific that you can thank each employee for doing every few weeks or so, regardless of whether they work from home, in the office or a combination of the two. • Track results in a transparent way so that employees have a clear understanding of the metrics that contribute to success, both on individual and team levels. • Establish a "peer buddy program" in which each off-site employee is paired with an on-site employee. This forms a type of bridge between on-site and telecommuting team members. • Love it or hate it, water cooler conversation is a key aspect of any work environment. Provide opportunities for hybrid employees to interact informally with other team members, such as with digital social sessions, book clubs or special interest groups via a MS Teams or Zoom. • Ensure that perks are available to on-site and remote team members alike. For example, if the company brings in lunch for on-site meetings, have lunch delivered to remote employees who will attend. If remote employees set their own hours, allow on-site workers similar flexibility, within the boundaries of business needs and the demands of each role. • Offer wellness challenges that everyone can participate in, such as using fitness trackers to track progress toward step goals or otherwise tracking and sharing activity levels. This can promote friendly competition while improving overall employee wellness. (Contact Human Resources if you are interested in launching this type of activity for your team using CODAC’s Wellness portal) • Involve team members in recruiting by announcing job openings to existing employees and reminding them of CODAC’s referral bonus to those who refer applicants who are hired and come to work with the organization. • Encourage boundaries between work and life to prevent burnout and boost productivity. For example, in a hybrid team with varying time zones, it can be hard to truly break away from work. Set expectations for reasonable, rather than immediate, response times to messages. MANAGING PERFORMANCE IN A HYBRID WORKFORCE Consistency in feedback, regardless of where employees (or you) work, is critical to effective performance management. When leading a hybrid team, avoid having different standards for remote team members versus those who work on-site. The key is to focus on managing for results instead of being overly focused on activities, as well as to provide and ask for feedback using multiple formats. • Establish and communicate clear performance guidelines to all employees to ensure there is no confusion about expectations. This starts with results-based performance goals. • Provide regular feedback to all employees, including positive feedback and corrective feedback. Prompt, constructive feedback can help an employee quickly get back on track when there is a problem, while appreciation and praise can reward and encourage peak performance. • Work individually with employees to establish work-related goals, both in relation to their performance and to their overall career and professional development. Revisit goals regularly to maintain awareness of progress. Offer support and assistance as needed. • Hold 1:1 dialogue with each team member at regular intervals (e.g., every other week or once a month, at a minimum quarterly to review their Catalytic Coaching Development Plan) to provide and ask for feedback, discuss progress toward goals and address any concerns. Employees should have clear understanding of their strengths and opportunities for improvement based on these coaching sessions. • Make it easy for employees to provide feedback to each other and to their leader(s). • For annual Catalytic Coaching, focus on performance factors related to results. THE FOUR FUNCTIONS OF MANAGEMENT IN A HYBRID ENVIRONMENT The four functions of management (planning, organizing, leading and controlling) are the foundation of every manager's job. This is just as true when leading a hybrid team as it is when managing a group of on-site workers or those who are fully remote.

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