A hybrid team’s success depends on clarity in roles and well-articulated goals and expectations, both for the department/unit and for each employee.
- Goalsare focused on results and outcomes.
- Individual team member goals align with department/unit level goals.
- Roles and responsibilities are clear and understood by all.
- Expectations align withvalues and norms.
- Goals are clear and consistent. If plans change too frequently or unpredictably, this can cause confusion, lead to loss of productivity, and impact team morale.
- Goals are visible and progress is measured regularly.
| Manager Responsibilities | Employee Responsibilities |
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“A manager’s job is to provide ‘supportive autonomy’ that’s appropriate to the person’s level of capability.” – Linda Hill, coauthor of Being the Boss: The 3 Imperatives for Becoming a Great Leader.
The term “supportive autonomy” is the key in a hybrid team. Managers must balance support and supervision with employees’ capabilities as well as trust them to work independently.
In the article, “Making Sure Your Employees Succeed,” Amy Gallo lists the following do’s and don’ts that might be helpful to consider as you support your employees to be successful.
Do:
- Connect individuals’ goals to broader organization objectives
- Show employees that you are a partner in achieving their goals
- Learn about and incorporate employees’ personal interests into their professional goals
Don’t:
- Allow employees to set goals alone
- Take a hands-off approach to high performers — they need input and feedback to meet their goals as well
- Ignore failures — be sure people have the opportunity to learn when they don’t achieve goals
Learning Opportunities
For training on this topic, pleaseclick here.
