- Intention– Its easy to get into an automatic rut when you don’t see the employees in person much; you need to counter that by knowing why you’re doing what you’re doing, when you’re doing it.
- Using obsessive measure– In a hybrid office, you may end up evaluating people based only on the few times that you see them in person, which can lead to faulty judgments; figure out how to measure performance.
- Learning how to trust– The impulse is to think that people arent working if theyre not in the office, but for hybrid work to functin well, you need to trust that people are actually working without your eyes on them.
- Connecting without micromanaging– You need a level of intentional connection with hybrid workers to maintain relationships and keep everyone on the same page, but you need to do that without constantly looking over their digital shoulders.
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