A Manager's Guide To Building Inclusive Teams In A Hybrid Workplace

Forbes

5 days ago

Twenty years ago, I worked in the United States, and the rest of my team, along with my boss, worked out of the United Kingdom. I never gave much thought to what I was missing out on in terms of proximity and whether I felt excluded. The constraint was defined, and we made it work. Knowing what I now know about helping organizations ready managers to cultivate inclusion in the workplace, I know I experienced bouts of exclusion that I simply ignored. Today's workplace teams have a makeup that includes remote or hybrid work arrangements and the need for an inclusive workplace culture where everyone can thrive. This article will explore inclusion tips for managers to foster inclusion when managing hybrid teams.Design And Enforce A Team Alliance To Create An Inclusive Work Environment
Team norms are important to foster inclusion amongst team members in hybrid structures. Without them, managers run the risk of encouraging a fertile environment for exclusion. Remote workers can feel lonely and adrift from the rest of the team that is in person at the office. Managers must be deliberate about setting the tone for ways of working. Team discussions should proactively outline potential roadblocks while brainstorming palatable solutions for all. Managers must remember that a one-size solution doesn't fit all, so allow space for variation and creativity in ensuring all team members feel seen and valued. Alignment on a team alliance can serve as the GPS that helps team members feel included and create improved collaboration amongst teams.Prioritize Communications To Ensure Team Members Feel Valued and Included
A manager's workload can be full of responsibilities beyond people management tasks. And as such, it can be a challenge to prioritize team members who are not regularly visible in the office; however, managers should note that limited communications can cause relationship and productivity hiccups. Overcommunication will serve managers well when managing dispersed teams. Doing so creates an open channel to check in on your remote team members about work, feedback, and support they need. Investing the time to communicate and build relationships with team members will help managers encourage inclusion and role model inclusive behaviors to the rest of the team.If the majority of your team is in person, create an experience where the majority gets to embrace the perspective of the minority in the group. If, for example, a few people work remotely, and everyone else is in the office, encourage a switcheroo. Allow office workers to work remotely and allow remote workers to be in the office. This turnabout opportunity gives each party tangible experiences to draw upon. Then have a conversation with the team about the experience and revisit the alliance we previously discussed to update the ways of working procedures. Having the privilege of perspective creates rapport amongst team members. Research says that managers who create team-building opportunities gain favor with team members and also have a chance to broaden their knowledge around inclusion.Address Team Dynamics and Challenges Around Exclusion
Be well aware of what's happening in the team and work together to fix issues. Biases exist amongst us all. As managers, curiosity can serve as a beacon to better understand team challenges. Also, encourage team members to provide feedbackto their managers. Managers who are responsive to team member needs demonstrate empathy, a core anchor for fostering inclusion.The new dynamic says the workplace looks and feels different. As such, everyone, regardless of proximity, is responsible for creating an inclusive environment.