Communication is an integral part of modern team management. Make sure communication is exchanged regularly. As a manager, you should communicate with your team two to three times more often during this pandemic transition phase than you did during normal times. Video calls and conference calls are a viable means of communication because visual contact creates a stronger bond. But not only that, you should keep in contact with the people in your life, especially our co-workers.

Managers should encourage the exchange between team members, even if it is about private or personal issues. After all, this happens automatically when employees physically see each other on the job. Communication is how leaders promote team cohesion and prevent envy and resentment.

Keeping The Consistent Flow of Information

One of the biggest challenges in hybrid teams is the exchange of information. During the lockdown, while everyone is in their own home office, it is easier in many cases because everything takes place virtually. When remote work ends and the short official channel is back, not everyone will able to adjust.

That is why it is important for leaders or managers to ensure and encourage employees to fit back into the mix. Establish a reliable protocol culture for personal meetings in the office and set up regular status calls that are consistently implemented, even if eight of the ten members of the project team are on-site and some are offsite.

Encourage Technology

Make sure that your employees have all the technical resources they need to work together on projects; no matter the different locations. Find out about collaboration tools, cloud solutions, and anything that could make your team’s work easier and initiate the necessary measures. Do not simply refer your employees to their IT colleagues in the event of technical issues, but help them to connect to the right channel.

Working As A Remote Team

Working with a remote team may not be easy for all employees. During this time of upheaval, pay particular attention to unusual behavior:

• Do employees seem extremely stressed?
• Are deadlines missed more often?>
• Is someone showing clear disinterest?
• Do employees disengage themselves when communicating with the team?

Managers have known these warning signs since leading their teams remotely. But it is not always the employees in the home office who feel left out in this new work situation. The situation can also cause problems for the team members on site. For example, it might be challenging for those who miss their favorite colleague or they feel uncomfortable because of the greater attention and focus they are now being given.

Provide Support

Your team may have had tough times. The uncertainties of the crisis caused stress, and colleagues may have had to leave the company. Do not overload your workforce because some people may already be working at their threshold. If you are currently dealing with peaks, temporary support from temporary workers can be useful to save your core team from additional stress. Contact a Denver business consultant to get some direction on how to handle this new situation.