Inclusive management for hybrid teams
Ensuring an inclusive working environment is particularly important in the hybrid working model, where team members will be working from a wide diversity of environments, and will prefer different ways of working.
Consider these recommendations to support fairness and inclusion:
- Be respectful of people's working patterns, and the adjustments that they will have to make to get used to any changes.
- Ensure that all members of the team get equal access to new projects, development opportunities, etc.
- Be aware that time spent in the office is not an indicator of performance. Colleagues who spend more time working on-site are not more productive or dedicated than those working remotely, or vice versa.
- Provide different ways of engaging in meetings: for example, allowing people to use both the Microsoft Teams chat or speech options. This can be particularly useful for neurodivergent people.
- If you’re organising social events for your team (e.g. team lunches), make sure that there is a good balance of virtual and in-person events and that they are planned well in advance.
Wellbeing in hybrid work
While Queen Mary has many resources to support colleagues’ wellbeing, you may want to consider these ideas around hybrid working:
- Encourage conversations within your team about their experience of hybrid working, and start open conversations about mental health. Experiences of hybrid working will vary between staff members; it’s important to check in.
- Have supportive conversations about flexible working to support staff with caring responsibilities, and promote wellbeing. This could be through senior role modelling across your area or department.
- Support your team to disconnect from emails and online working outside of their working hours, to ensure they are considering work-life balance. Managers should role-model this!
- Encourage your team to set boundaries – there is a need to help people to define what a working day is like when working remotely.
- Consider creating a ‘wellbeing team charter’ that may outline what is reasonable in terms of email traffic and other aspects of work which might help support your team’s wellbeing.
- Communicate the importance of taking regular self-care breaks to your team.