Leading a hybrid workforce

Here’s #1 thing leaders need to remember.

In Practice

February 01, 2022
Mita smiles at the camera.
By Mita Mallick February 01, 2022
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With Omicron continuing to wreak havoc on our ecosystem, 44% of companies have pushed back the reopening of their offices for 2022. And as companies continue to plan and replan how and where employees will work, many have already embraced a hybrid workforce. Companies like Uber, Microsoft, Ford Motor, Citigroup, Google, and more are planning to allow employees to continue to work from home in some capacity and also have them come into offices.


44%

of companies have pushed back the reopening of their offices for 2022.


And as companies scramble to create formal policies on how hybrid work gets implemented, let’s not forget the responsibility leaders have that no hybrid handbook will cover: to ensure all employees feel included. Particularly in this time of the Great Resignation, leaders who lean on valuing and appreciating their employees will be the ones who retain their talent.

As a leader now managing a hybrid team, and working in a hybrid workforce, I am struggling with how I will keep inclusion at the forefront of how I lead. How will I ensure that those who are working remotely feel just as seen and valued as those working from the offices? How can I continue to help build inclusive teams in a hybrid world? What should I be focused on?

Three ways leaders can start to ensure inclusion is embedded in a hybrid workforce:

Support accommodations

When offices officially start to reopen, leaders will need to ensure accommodations are provided. If you have new space, go beyond the American Disabilities Act (ADA) standards and be thoughtful about the design of office space, the layout, and ease of navigation. Ask employees ahead of time about accommodations, including mother’s rooms, prayer rooms, and workspace and technology requirements.

Be sure you are being equitable and supporting accommodations for those working remotely as well. Ensure they have what they need to be working from home. Be supportive of those who are off-camera and on mute while nursing, blocking off time on their calendars to pray, and requesting digital accommodations, like closed captioning for online meetings and software that reads text out loud.

Ensure everyone is seen & heard

In our new way of working, some of us will be on-screen, some of us will be in a conference room. Now is the time to invest in technology to ensure everyone can be seen & heard, including installing cameras and speakers in conference rooms. Create best practices for conducting hybrid meetings, including asking everyone in a conference room to also log onto Zoom. Ensure those both on screen and in the room are introduced. When hosting meetings, ensure a designated facilitator in the conference room is inviting those on Zoom to frequently participate and continue to monitor the chat function. Respect when those on screen have turned their cameras off temporarily, taking time to go to the restroom or grab a coffee. When closing meetings, ensure that everyone has had an opportunity to contribute.

Show gratitude 

Expressing gratitude is one of the most important ways to make people feel included. If you are going to surprise your team with a thank-you lunch or a happy hour, be sure to not forget about those working remotely. Send Uber Eat gift cards, coffee or tea, or snack boxes as a surprise delivery. For working parents, consider sending items for their children and the whole family, like arts and crafts, game boards, or meals everyone will enjoy.

A hybrid workforce allows companies to honor how people want to work. And it won’t come without its challenges. So be sure to lead with kindness and gratitude to let your employees know how much you appreciate and value them. A handwritten thank-you note or a surprise delivery to their front door will go a long way to make them feel seen and included.

Mita smiles at the camera.
Mita Mallick, Head of Inclusion, Equity and Impact | Carta

Mita Mallick is a corporate change-maker with a track record of transforming businesses.  She gives innovative ideas a voice and serves customers and communities with purpose. She was formerly the Head of Inclusion and Cross-Cultural Marketing at Unilever. She has had an extensive career as a marketer in the beauty and consumer product goods space. Mallick is a LinkedIn Top Voice, a contributor for Entrepreneur and Harvard Business Review, and her writing has been published in Adweek, Fast Company, and Business Insider.

Mita Mallick is a corporate change-maker with a track record of transforming businesses.  She gives innovative ideas a voice and serves customers and communities with purpose. She was formerly the Head of Inclusion and Cross-Cultural Marketing at Unilever. She has had an extensive career as a marketer in the beauty and consumer product goods space. Mallick is a LinkedIn Top Voice, a contributor for Entrepreneur and Harvard Business Review, and her writing has been published in Adweek, Fast Company, and Business Insider.


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