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5 Ways to Build a Strong Work Relationship in a Hybrid Office

A strong relationship in a workplace creates a path toward a common goal. With today’s rapidly shifting workplace, employers are finding that hybrid working models are attracting more people to their organizations. The same applies to employees who want to work for organizations where they can effectively balance work and personal life. As an HR professional, it is a duty to ensure that the team can build a harmonious relationship while they are working at the company, their needs are met, and opportunities to grow professionally and personally. Here are some ways how to build a strong relationship in a hybrid office setup:

by Jam Buenavista, BusinessTrends Marketing

July 29, 2022

1. CHECK YOUR TEAM REGULARLY

Every person has their silent battles. As a manager, you must be involved in your team’s welfare and development. Regular check-ins with your employees will keep you connected to them emotionally and professionally, whenever they need support for any work-related physical and mental health aspects, you’ll be the first one to know. Review their progress toward goal achievement and their intellectual standing.

Meet regularly with your team (one-on-one or as a group) to check in on the process, progress, and health. The specific frequency is up to you; some companies prefer daily check-ins for 30 minutes, while others meet weekly for two hours. There’s one important factor that should guide your selection: regular check-ins don’t just help you stay informed about what’s happening at remote offices — they also allow you to provide positive leadership feedback that can be used to further improve their performance.

2. TRUST IS A TWO-WAY STREET

One of the strongest foundations of a healthy working relationship is the one with trust in it. Trust can motivate your team to become competent and comfortable with one another. However, building trust and camaraderie in a hybrid work setup may be a challenge as it limits physical connections and online interactions might not come out as genuine as the ones shown personally. Shake it all off! Break the barriers of being uncomfortable to get comfortable. Trust should be a two-way street, show your fascination to get to know them and let them express their vulnerability. Be the leader who communicates with them consistently, is reliable in or out of the office, doesn’t let the ship sink, and is transparent and motivating in any work-related functions whether it needs improvement or a job well done.

Whatever outcome you want to receive must also be the one you can reciprocate. Get to know them and let them get to know you, celebrate with them even if it is a small or big win, and show resiliency during difficult times, and authenticity.

3. EMPOWER YOUR TEAM WITH COMPREHENSION AND COMPASSION

Every leader is a reflection of the efficiency of his/her team. In a hybrid work setup, you won’t meet your team as often as possible, and this might be a challenge as you have to innovate ways how to monitor them effectively in a virtual setting. You must also ensure their undivided attention in an internal or external meeting.

In case of discrepancies or difficulties at work, there might be a personal or health-related reason behind it. Try connecting with them emotionally by listening and understanding their sentiments, letting them know what you feel about their situation, and expressing your key points on the matter afterward.

4. BUILD AN AMBIENT LEARNING ENVIRONMENT

In today’s business environment, success is often determined by organizational operational efficiency, market differentiation, and employee satisfaction. These factors are accomplished by individuals who understand the importance of their work roles within the context of their organizations.

Ambient learning occurs when individuals listen to work colleagues discuss activities outside the office. It provides practical insight into the business significance of different operational activities, cross-functional work dependencies, organizational barriers, and – perhaps most importantly – “how things get done around here”. Ideally, this ‘big picture’ knowledge can reduce silo behaviors, improve personal productivity and engender a sense of belonging to an organization that is satisfying the needs of its customers in unique and innovative ways. Physical presence, spontaneous sharing, and ambient learning establish a mesh of co-worker relationships that are a corporate asset, supporting the day-to-day operations of every commercial enterprise. It exists at multiple levels within an organization.

5. TEAM BUILDING AND OTHER ACTIVITIES

Team building activities help to foster rapport between team members and can help make your business operate more effectively. These activities must take place both before and after any company makes any changes or implements new processes. This is a unique style of team development that can be used in an environment with a high percentage of remote workers or where employees work in teams spread across multiple locations.

While team building may refer to activities to help a group of people develop greater interpersonal skills and work together collaboratively, the COVID-19 pandemic caused a shift in what team building encompasses. Now many employees work in a remote or hybrid environment, which means organizations must figure out a team-building strategy that works for all team members.

The best way to create an engaged and productive workforce is to build a team that respects one another. This can be done by fostering a strong relationship between the new and current in the workforce since most employees have similar values, experiences, and backgrounds. Make time in your schedule to speak with the new worker one-on-one. Not only will it benefit you to understand your workers, but it will also help bridge the gap that often exists with them.

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