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In an increasingly digital and globalised world, hybrid work is slowly becoming the new standard. Hybrid organisations combine the benefits of traditional office workplaces with flexible working models such as remote working or telecommuting. While hybrid models can offer many benefits, they also present challenges, particularly in terms of teamwork and employee connectedness. This article looks at how teams in hybrid organisations can truly grow together to foster a strong team culture and effective collaboration.
1. clearly defined communication guidelines
In a hybrid environment, clear and transparent communication is crucial. Organisations should set guidelines for communication, including preferred communication channels, response time expectations and the use of collaboration tools and platforms. This will help to avoid misunderstandings and ensure that all team members are on the same page. However, even with clear and transparent communication guidelines, caution is advised. Communication and requirements can change over time, so a well-thought-out plan should also be able to adapt.
2. regular virtual meetings and team-building activities
To bring people in a company closer together, hybrid companies should organise regular virtual meetings and team-building activities. This can take the form of weekly team meetings, virtual coffee breaks, joint projects or team-building games. Such activities promote the exchange of ideas, strengthen team spirit and improve collaboration. Depending on the size of the company and the distance from home, this can be complicated. In the interests of fairness, a location should therefore be found that is equally accessible to everyone without penalising groups of employees.
Virtual happy hours and similar activities can also help to reduce stress and prevent burnout. A survey by Mental Health America shows that 76% of employees who regularly participate in virtual social events have less stress and a lower risk of burnout. These interactions promote mental well-being and provide employees with important support during challenging times. Nevertheless, this form should not replace face-to-face meetings, but should serve as a bridge so that the social character is not lost even when working from home.
3. use of collaboration tools and technologies
The use of collaboration tools and technologies is essential to facilitate collaboration in hybrid organisations. Organisations should implement tools such as video calls, chat platforms, project management software and shared document management systems that allow employees to communicate efficiently, share information and work together on projects, regardless of their location. In this way, project management through an online whiteboard like Conceptboard can serve as a bridge that connects teams beyond physical walls. And yes, the project is securely stored. GDPR-compliant and ISO 27001-certified, the whiteboard offers maximum security for all ideas.
4. promotion of an open corporate culture
Hybrid companies should promote an open and inclusive corporate culture that enables all employees to feel heard and valued. The elimination of physical meetings where all team members are in one place can lead to missing a social connection. This can be achieved through regular feedback, open discussions and involving employees in decision-making processes. Such a culture fosters trust and connection among employees and helps to build a strong team culture. As with the issue of communication, the promotion of corporate culture should be seen as a fluid construct that can be realigned if it seems outdated or misguided.
5. Flexibility and work-life balance
Another important aspect of bringing staff closer together is the promotion of flexibility and work-life balance. Hybrid companies should allow flexible working hours and locations to meet the individual needs of employees. This makes it easier to reconcile work and life.
The trust placed in the respective employee to live out their freedom in addition to work to a greater extent offers a gain in satisfaction, which can serve equally in the form of appreciation and loyalty to the company.
6. Mentoring programmes and informal exchange opportunities
To further promote the social aspect, hybrid companies can introduce mentoring programmes and informal exchange opportunities. These programmes allow employees to support each other, learn from each other and exchange ideas in a relaxed environment. This can take the form of mentoring pairs, randomly assigned virtual coffee breaks or informal chat groups where employees can ask questions, share experiences and support each other. Through such programmes and exchanges, employees can grow and develop not only professionally but also personally, leading to stronger team bonds and an improved working environment.
A look into the past and the future
In recent years, hybrid working has established itself as an effective model for increasing employee flexibility and satisfaction. A closer look at the numerous benefits of this working model impressively demonstrates how companies succeed in fostering a sense of togetherness and collaboration, even when the team is not physically together all the time.
The article also shows that hybrid working is not only beneficial for employees, but also for the companies themselves. Companies can benefit from a larger talent pool as they are no longer limited to geographical proximity. They can also reduce office space costs while increasing employee satisfaction and loyalty. This leads to a win-win situation that contributes to the long-term success of the company.
In conclusion, it can be said that this model is not just a stopgap solution in times of crisis, but a sustainable approach that fulfils the needs of the modern working world. Hybrid working promotes flexibility, increases productivity, strengthens the corporate culture and offers numerous benefits to both employees and companies.
