Virtual Leadership and Optimal Hybrid Work Week

Key findings from a recent Ipsos report suggest that the optimal number of days in the office is three (to four) days per week to balance employees’ needs and organisational performance expectations. Key points from the report suggest that:

  • Employees who spend three days weekly in the office are more likely to have career development conversations with their manager and generate new ideas.
  • Employee engagement is 12 points higher if employees spend 3-4 days in the office.
  • Those working four days a week from their employer’s office experience faster decision-making and greater transparency.
  • 53% of 18–24-year-olds report feeling always or frequently lonely and learning less critical skills if they work less than three days a week in the office.

The assumption regarding hybrid work suitability has a significant caveat, as it largely depends on the type of industry. For instance, industries that require physical presence for operational tasks, customer interaction, or hands-on work are better suited to non-hybrid arrangements. Conversely, knowledge-based and computer-reliant jobs that benefit from flexibility and digital collaboration tools are ideal for hybrid work models.

Regardless, one of the most frequently cited challenges leaders face is navigating the complexities of virtual leadership. With that in mind, here are some key strategies that I explore regularly when coaching leaders on the subject:

  • Providing the Right Tools: Ensuring team members have the tools, technology and training to work efficiently via online platforms.
  • Frequently Reinforcing Vision and Strategy: This ensures that all team members are aligned with the organisation’s goals. It helps maintain focus and direction, improves decision-making, and increases accountability.
  • Focusing on Culture and Values: Regularly engaging in team-building activities and reward and recognition. Discussing values ensures the team understands and lives the values and is clear about the organisation’s behavioural expectations.
  • Clearly Defining Roles and Responsibilities: Articulating roles, responsibilities, and objectives ensures team members understand their roles and minimises uncertainty.
  • Establishing Clear Goals: Setting clear, SMART goals provide direction and purpose. It also helps track progress and holds the team accountable.
  • Communicating Often: Keeping communication lines open and checking in with team members to address concerns and provide support.
  • Facilitating Effective Meetings: Being relentless about effective meeting practices. This includes setting agendas, noting agreed actions, keeping meetings concise, and ensuring everyone has a chance to contribute.

While most effective virtual leadership strategies are standard practice, they require more focus and attention when working with hybrid teams. Reinforcing the basics is essential for successful leadership in a hybrid work environment.