The Hybrid Teams Handbook for Managers

The Hybrid Teams Handbook for ManagersHow to Navigate 10 Common Challenges

According to Microsoft’s 2021 Work Trend Index, 70% of employees want work-from-home flexibility to continue well after the pandemic. Additionally, 65% of them crave more in-person time with their teams.

The benefits of remote work are not lost on businesses either as they have seen (Forbes):

• Greater productivity• Stronger employee engagement • Improved employee retention• Increased profitability

To take advantage of the positives that come from both remote and in-person work, many organizations are adopting a hybrid approach. Managers need to be equipped to effectively captain their crew, so everyone can work productivity from a variety of locations.

Our handbook can serve as a compass and guide you as you:• Learn about 10 headwinds managers often face when leading hybrid teams• Discover guidelines and tips to circumnavigate each issue • Use quizzes, worksheets, checklists and more to successfully chart your course• Identify Emergenetics® applications to guide your way toward calmer waters

Steer Your Hybrid Team Toward Long-term Success

©2021, EMERGENETICS, LLC2 | THE HYBRID TEAMS HANDBOOK FOR MANAGERS

https://www.microsoft.com/en-us/worklab/work-trend-index/hybrid-work

https://www.forbes.com/sites/laurelfarrer/2020/02/12/top-5-benefits-of-remote-work-for-companies/?sh=10465b116c8e

Overcome 10 Common Headwinds Impacting Team PerformanceRunning into the challenges below can cause your crew to hit choppy waters that slow your group down and prevent them from performing at their best. To help you steer the ship, explore each topic or skip ahead to the obstacle that reflects your current situation:

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Ineffective Onboarding ..................................................................................... 4

Misaligned Norms ............................................................................................10

Communication Barriers .................................................................................13

Collaboration Silos ...........................................................................................17

Limited Training & Development ..................................................................20

Disconnected Culture .....................................................................................24

Wellness Woes .................................................................................................27

Problem Solving Predicaments .....................................................................33

Missing Motivation ..........................................................................................37

Recognizing Employees ..................................................................................42


Ineffective Onboarding

To support new hires, use these tips to guide their experience.

Compliance Partner with Human Resources (HR) to ensure that you have all the necessary documentation including your company handbook, policies and benefits information.

Schedule a time to connect (in person or virtually) after your new hire has reviewed the information to address any questions. Keep in mind that the volume of materials can be overwhelming, so circle back on important offerings and rules throughout the employee’s first few months.

The onboarding experience is essential to set new hires on the right course. Done well, onboarding can help employees feel welcome and accelerate their productivity.

While the processes may look a bit different when someone is in a physical or virtual office space, the four primary elements still remain the same (HCRI):

• Compliance • Clarity• Culture• Connection

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https://www.hrci.org/community/blogs-and-announcements/hr-leads-business-blog/hr-leads-business/2018/06/05/the-four-elements-of-quality-onboarding

Clarity When staff have a strong understanding of their roles and goals, they will be better equipped to meet expectations. Early on in your onboarding process, outline the new hire’s responsibilities, describe how their role fits into the department and organization as well as define short-term targets for their first 90 days.

On an ongoing basis, make sure to schedule regular check-ins and identify systems and collaboration tools to help keep your team member on the right route.

Culture A sense of belonging corresponds to greater engagement (Glint). Helping your new hire align to the company culture can accelerate that sense of community.

Proactively share the vision of your organization, its values and traditions. Explain how your new hire’s work supports the company’s purpose and make them aware of upcoming on-site or remote events and activities.

Connection People who have a friend at work tend to be more engaged and productive (Business News Daily). Build bridges between your staff members through structured and unstructured activities.

Use virtual team meetings and celebrations to help remote and in-person employees get connected. During your first one-on-ones, inquire about their interests outside of work, and invite their colleagues to set up virtual coffee gatherings to get to know one another.


https://www.glintinc.com/blog/why-belonging-is-important-at-work-employee-engagement-and-diversity/

https://www.businessnewsdaily.com/6759-friends-at-work.html

In addition to mapping out the four C’s in your onboarding plan, amplify your impact with a fifth C – Customization.

CustomizationWhen employees have an opportunity to work in a way that aligns with their strengths and interests, they are more likely to feel engaged with their work from the outset.

As you build connections with your new hire, learn about what they enjoy most in their job and how they like to go about their tasks. Use this information to inform the way you set up and support them as they take action on their projects.

Let Emergenetics Be Your LighthouseLet’s get your new hires an Emergenetics Profile, so you can customize their onboarding experience and understand what they need to be successful from day one!

Your Workplace PreferencesTo uncover a new hire’s working preferences, utilize our worksheet on the following page as part of the onboarding experience.

Are you running into other headwinds? Select another topic to chart your course:

Misaligned Norms | Communication Barriers | Collaboration Silos | Limited Training & Development | Disconnected Culture | Wellness Woes | Problem Solving Predicaments | Missing Motivation | Recognizing Employees


https://emergenetics.com/purchase-emergenetics-profile/

1. What sorts of tasks do you most enjoy working on?

2. What information do you need to be successful?

3. How often do you like to connect with your colleagues?

4. What long-term development goals do you have?

5. Do you like having a lot of time to prepare for meetings or do you prefer to share input on the spot?

6. What’s your preferred pace when you are working on a project?

7. Do you like having lots of tasks at once or focusing on one element at a time?

Welcome to the Team!To customize your onboarding, I’d like to get your input on the following questions:


Activity Which C Does It Support?

One Week Prior to First Day

Compliance

Clarity

Culture

Connection

Customization

First Day

Compliance

Clarity

Culture

Connection

Customization

First Week

Compliance

Clarity

Culture

Connection

Customization

Welcome AboardTo successfully apply the 5 C’s of onboarding, plan your approach using this fillable template. We’ve added a few ideas to help you get started – and update it as you see fit!


Activity Which C Does It Support?

Second Week

Compliance

Clarity

Culture

Connection

Customization

First Month

Compliance

Clarity

Culture

Connection

Customization

Second Month

Compliance

Clarity

Culture

Connection

Customization

Third Month

Compliance

Clarity

Culture

Connection

Customization


While rules of engagement are important for any team, they are especially useful in a hybrid environment because they help ensure that across multiple locations and time zones, all individuals have a common set of guidelines to work from.

To make sure your crew is rowing in the same direction, apply these recommendations to define your norms.

Reconnect on Existing NormsIf you have a set of operating agreements that you have not revisited since transitioning to a hybrid setting – or it seems like staff members are not aligned – it is time to reevaluate the guidelines. Set a meeting with your employees to:

1. Identify gaps between the identified norms and current behaviors.

2. Determine why the gaps exist (e.g., different priorities, systems, etc.).

3. Discuss team needs that have surfaced in your hybrid work environment.

4. Re-prioritize five or fewer norms that you collectively feel will have a positive impact.

5. Determine how you will hold one another accountable to the behaviors identified.

6. Set a time to revisit your operating principles and make changes if necessary.

When teammates adopt a common set of operating principles, they tend to be more productive and effective. In fact, a study of 180 Google teams revealed that norms were the keys to influencing a group’s success (New York Times).

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Misaligned Norms


https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html

Start From ScratchIf norms have not been defined, set a meeting with your employees to:

1. Discuss and list out successful practices from past teams.

2. Identify what behaviors and actions support those norms.

3. Prioritize a list of five or fewer principles that you collectively feel will have a positive impact.

4. Determine how you will hold one another accountable to the behaviors identified.

5. Set a time to revisit your operating principles and make changes if necessary.

Let Emergenetics Be Your LighthouseLet’s connect about our Power of WE: Crafting Team Norms workshop, which could be a great fit to help your group easily identify impactful operating agreements.

Developing Team Norms To streamline the process, share the following activity with your team in advance of your meeting so you can make the most of your time together.


Ineffective Onboarding | Communication Barriers | Collaboration Silos | Limited Training & Development | Disconnected Culture | Wellness Woes | Problem Solving Predicaments | Missing Motivation | Recognizing Employees


http://info.emergenetics.com/hybrid-teams-handbook-connect

If you could change 1 thing to maximize your team’s productivity, what would it be?

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Identify 2 obstacles your hybrid team is facing as you navigate your work together.

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Name 3 practices that helped you work effectively with a previous team.

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Align on Team NormsPlease capture your thoughts on the following questions in advance of our meeting about team norms.

3 2 1


Miscommunication is costly — to the tune of $4,000 to $6,000 per employee per year (SHRM). When people are working in different locations, it can be even more challenging to communicate effectively. To avoid costly mistakes, it is critical that everyone receives and understands the same message.

To circumnavigate communication barriers, explore three common obstacles that hybrid groups face and use the tips below to adjust course.

Communication Barriers

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Misalignment and MisunderstandingWhen staff members do not communicate effectually, intent-impact gaps can occur. That means the person delivering a message believes they are expressing one thing and the receiver takes away something else.

Sometimes the result is misalignment, leading to inefficiencies, missed deadlines or deliverables that do not meet the directive. At other times, the result is misunderstanding, which can produce frustration and conflict. To navigate this challenge, introduce practices to close intent-impact gaps like:

• Committing to explaining the why, what, who and how of each project• Writing down objectives and next steps on shared digital platforms • Providing tools to help team members understand how their colleagues prefer to

communicate and listen


https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/communication/pages/the-cost-of-poor-communications.aspx

Information HoardingRemote colleagues can be inadvertently overlooked when news is shared. Even if you send the same email to your department, one conversation could reveal additional information that the rest of your group may not learn about if you do not think to pass it along.

To avoid an information hierarchy – and the inefficiency and distrust that can come with it – identify practices to communicate more equitably such as:

• Using messaging tools to promote ongoing discussion of important topics• Setting ground rules to determine how and when information should be emailed versus

told over a video conference• Hosting periodic town halls where staff can openly ask questions or send them in advance

Transactional MessagingAnother obstacle facing hybrid teams is the tendency to focus communications solely on projects and initiatives. While employees may be well organized on tasks, a transactional focus can cause unfortunate undercurrents.

When individuals miss out on organic conversations, they may feel disconnected and isolated. They may also lack innovation because they don’t take time to brainstorm or benefit from the alternative perspectives that can be spurred by casual discussion. To overcome this impediment, be mindful about:

• Hosting virtual team building events to support connection• Setting ideation meetings to kick off projects and determine improvements to processes • Creating chat channels designed to support problem solving and innovation


Plan Your TrajectoryTake the quiz on the following page to bring focus to your communication challenges.

Let Emergenetics Be Your Lighthouse: Communication doesn’t have to be hard. Use the Emergenetics+ mobile app (available to all Profile holders) to get customized communication tips based on the preferences of your colleagues. Download it today for Apple or Google devices – or connect with our team to get your Profile so you can access the platform.


Ineffective Onboarding | Misaligned Norms | Collaboration Silos | Limited Training & Development | Disconnected Culture | Wellness Woes | Problem Solving Predicaments | Missing Motivation | Recognizing Employees


https://apps.apple.com/us/app/emergenetics/id949374230

https://play.google.com/store/apps/details?id=com.emergenetics.app&hl=en_US&gl=US

https://emergenetics.com/purchase-emergenetics-profile/

Diagnose Your Top Communication ChallengeIf you are not sure which communication challenge may be throwing your crew off course, take our short quiz to determine what adjustments you should make.

1. When it comes to communication, I often find that:a) My team members seem to have their signals crossed.b) Some staff members are well informed while others seem to play catch-up in every meeting.c) My employees are very connected about project needs, and little else.

2. When there is a miscommunication, it is most often because:a) Team members had different interpretations of the information.b) Necessary information was not fully disseminated.c) Staff were not aware of broader changes that impacted the tasks at hand.

3. What issue is most common within your team?a) Conflict occurs due to a misunderstanding.b) Frustration arises due to a perceived lack of transparency.c) While projects get done, creativity seems to be lacking.

4. What practice do you think would have the most positive impact on your team?a) Seeking to understand before being understood.b) Asking “who else could benefit from this information?”c) Scheduling time to ideate together.

Score Your ResponsesIf you found yourself mostly responding with A, focus on addressing “Misalignment and Misunderstanding.”

If you found yourself mostly responding with B, focus on addressing “Information Hoarding.”

If you found yourself mostly responding with C, focus on addressing “Transactional Messaging.”

If you’re tied, pick your preferred direction to start!


To help your hybrid group work together effectively, be sure to set team norms and examine the conditions in place that may impact collaboration including:

PurposeAnchor your team in a common understanding of the value of collaboration, particularly the benefits that come from engaging multiple viewpoints. You may also benefit from providing examples of when collaboration is especially useful – for example, kicking off a new project or problem solving.

ToolsReview the suite of collaboration systems you currently use like email, chat, project management, file storage and even word processing programs. Evaluate how well they support your work, where gaps exist and what tweaks could make coordination easier.

PeopleEncourage staff to learn about one another’s strengths and skillsets so they know who to lean on when they run into an issue or want to seek out another perspective. Getting diverse viewpoints will help improve project outcomes and boost creativity!

Collaboration SilosWhen employees operate in asynchronous settings, collaboration takes more work than when you can easily walk into someone’s workspace. Still, it is well worth the extra effort. When your crew puts their heads together, you can accomplish so much more than anyone would individually.

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OpportunitySchedule virtual meetings to support teamwork and connection. Ask for employees to share updates on their work, describe an obstacle they are experiencing or offer a possible improvement they are considering to collect input on from the group.

PracticesConsider how collaboration shows up in your operating principles. Is it an expectation for staff? Is it part of your norms? Do your people have goals to incentivize teamwork? By integrating cooperation into your day-to-day practices, you can enhance coordination.

Let Emergenetics Be Your Lighthouse Get the tools to fast-track your team’s effectiveness. Our introductory workshops (Team Dynamics for Small Groups and Meeting of the Minds) will help you learn about your colleagues’ working preferences and discover tangible ways to make collaboration easier and more productive.

Collaboration ReflectionIn the spirit of collaboration, don’t work on this challenge alone! Engage your crew to address silos using the exercise on the next page.


Ineffective Onboarding | Misaligned Norms | Communication Barriers | Limited Training & Development | Disconnected Culture | Wellness Woes | Problem Solving Predicaments | Missing Motivation | Recognizing Employees



Name 1 team member you will partner with when you need to consider a different point of view.

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What are 2 changes you would like to make to improve teamwork?

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2.

Considering the team’s current state, what are 3 obstacles to collaborating effectively?

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Buoy Your Collaboration EffortsIdentify opportunities to improve your teamwork by reflecting on the questions below. Be prepared to share your responses with your colleagues.

3 2 1


To promote growth among your crew members, apply the recommendations below to promote:

• On-the-job learning• Formal learning• Growth planning

On-the-job LearningEvery day provides a treasure chest of opportunities to learn, and sometimes, employees need a helpful nudge to make time for it! To make learning a mainstay, integrate three practices into your monthly activities:

• Carve out time for professional development on everyone’s calendars – encourage staff to use that time to attend a webinar, read articles or watch an interview from an expert

• Share relevant industry newsletters and lead a discussion about them in your team meeting• Ask each person to share one learning they have had each month

Limited Training & DevelopmentThe need for skills development has only accelerated as the world becomes more digital and job functions rapidly evolve. As a manager, you play an important role in steering the ongoing development of your staff, so they can meet their short- and long-term objectives.

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Formal LearningLet your Learning and Development (L&D) and HR departments serve as your co-captains to identify traditional learning opportunities for your department. Collaborate with them to:

• Make relevant, on-demand training programs available to your people• Schedule a quarterly classroom or virtual learning session for your entire group• Identify outside conferences and events to boost employee growth

Growth PlanningGrowth plans can help ensure that your staff have the skills that your team will need to meet future business demands. To plan your approach, partner with L&D and HR to:

• Engage in workforce planning to determine needed talents within your department • Identify gaps in your team’s current skills and future needs• Build individual growth plans and performance metrics

Let Emergenetics Be Your LighthouseBuoy your training and development by using one of our team-oriented programs to empower your staff with essential people skills and a powerful learning opportunity.

Chart Your Team’s Course in Skill BuildingUse the prompts on the next page to help define next steps for your team’s growth and development.


Ineffective Onboarding | Misaligned Norms | Communication Barriers | Collaboration Silos | Disconnected Culture | Wellness Woes | Problem Solving Predicaments | Missing Motivation | Recognizing Employees



Uncovering Skills NeedsAs you reflect on what sorts of skillsets and learning opportunities will be useful to your crew, use the Emergenetics Attributes to guide your brainstorm.

Analytical What capabilities will bring the most value to my organization?

StructuralWhat talents would help my team see improvements in their day-to-day work?

SocialWhat people skills cannot be overlooked?

ConceptualWhat abilities will my group need to support our company’s long-term vision?


ExpressivenessI would like to get input on these ideas from…

AssertivenessOf the needs identified, which ones are short-, medium- and long-term priorities?

FlexibilityWhat is one talent I will commit to focus on? Where can I remain open?


Depending on your staff’s preferences, connection may mean different things. While some may love face-to-face events, others may find frank discussion to be a better barometer of alignment. To build an atmosphere of connection, use a WEapproach (or Whole Emergenetics Approach) to chart your path forward by engaging your team in a discussion of the questions below.

Analytical: Why do we want to connect as a team?

Structural: How will we stay aligned (e.g., what practices and timelines)?

Social: When will we have opportunities to learn about who our teammates are?

Conceptual: What out-of-the-box ways can we connect?

Disconnected CultureWhile it may seem like a softer element of team performance, a culture of connection is essential. When employees feel isolated, they often disengage, which negatively impacts their work product and turnover (Entrepreneur). This problem is often exacerbated in a hybrid setting when your people are not physically in one location.

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https://www.entrepreneur.com/article/238640

Let Emergenetics Be Your LighthouseDiscover how our programs can give you a culture boost by creating an environment where employees are appreciated and honored for who they are.

Get Your Team’s InputUse the survey on the following page to help your group get ready for your culture conversation.

Expressiveness: What practices and systems can help us communicate regularly?

Assertiveness: How frequently will we use our in-person, remote and asynchronous connection points?

Flexibility: How long will we test these new practices for and when will we evaluate when changes should be made?


Ineffective Onboarding | Misaligned Norms | Communication Barriers | Collaboration Silos | Limited Training & Development | Wellness Woes | Problem Solving Predicaments | Missing Motivation | Recognizing Employees


https://emergenetics.com/culture/

Survey Says!Help your staff prepare for the conversation by sending out a short survey in advance:

1. On a scale of 1 – 10 (with 1 being highly disconnected and 10 being highly connected), how connected do you feel with your colleagues?

2. What tools have been the most helpful in maintaining alignment (e.g., messaging apps, virtual coworking spaces, meetings)?

3. What tools are we using that we haven’t optimized to the best of their abilities?

4. What new ideas do you have to increase connection?

5. What sorts of activities have been the most meaningful to you?

6. What traditions would you like us to honor?

7. What is one thing you would like to see us do differently in the next six months to support our culture?


Wellness WoesSince the pandemic, work hours have increased (Harvard Business School) as has burnout. If businesses want to support geographically dispersed teams, they cannot afford to overlook wellness.

Previously, wellness initiatives typically prioritized healthcare programs, gyms and healthy in-office snacks. Now, it’s important to consider alternatives to in-person programming. This does not mean you need to forgo an in-person yoga session necessarily. Instead, find a way to live stream it to allow remote coworkers to benefit too.

To bring your employees toward the safe harbor of wellness, use these principles to support three elements of wellbeing.

Emotional WellnessReflect on the practices you and your team members can enact to support a positive mindset. Some ideas include:

• Using affirming, strengths-based language • Sharing mindfulness and stress management exercises• Creating growth opportunities to help staff progress in their careers

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https://hbswk.hbs.edu/item/you-re-right-you-are-working-longer-and-attending-more-meetings

Physical WellnessBeyond healthcare insurance and fitness memberships, you can find small ways to support physical wellbeing across any location by:

• Hosting physical activity challenges or live streams of an exercise-based event

• Inviting staff to a periodic 15-minute walk• Sharing healthy recipes or cooking

demonstrations

Let Emergenetics Be Your LighthouseSupport multiple aspects of social and emotional wellbeing by using our Meeting of the Minds workshop to help attendees discover their strengths, learn new skills and engage in team building.

Implement Wellbeing Wednesday Use the email templates on the following pages to enhance employee wellness.

Social WellnessPromoting a sense of belonging can boost overall wellbeing, so find ways to build community amongst your crew by:

• Engaging in virtual and in-person team building events• Practicing gratitude by using chat shoutouts or group meetings to recognize individuals• Making time for virtual volunteering


Ineffective Onboarding | Misaligned Norms | Communication Barriers | Collaboration Silos | Limited Training & Development | Disconnected Culture | Problem Solving Predicaments | Missing Motivation | Recognizing Employees




Wellbeing Wednesday Email TemplatesCopy and paste the template content into an email and distribute them to your team members every Wednesday for seven consecutive weeks.

To

Subject

To

Subject

Template #1

Hi team –

I recognize that each of us are whole people who need to proactively tend to our emotional, mental and physical wellbeing. To support your personal wellness, I will be sharing activities and encouraging you to take time to practice self-care for the next seven weeks.

For our first tip, reconnect with your purpose. I invite you to spend 15 minutes today reflecting on: What’s your why?

Getting connected with why you are excited to engage in your work and what motivates you can inspire a better day.

Cheers!

Wellbeing Wednesday – Your Why

Template #2

Wellbeing Wednesday – Take a Break

Hi team –

Today I encourage you, no matter where you are working from, to take 15 minutes to get out of your office space and take a break. Simply getting up from your desk and exploring new corridors, or even better, the outdoors, can boost your energy, clear your mind and open it up to new ideas!

Enjoy!


To

Subject

To

Subject

Hi team –

For this week’s Wellbeing Wednesday activity, I hope you will take some time to connect with one of your colleagues. I invite you to schedule a 30-minute virtual coffee break with one of your coworkers in the next three days.

Cheers!

Template #3

Wellbeing Wednesday – Connect with a Colleague

Template #4

Wellbeing Wednesday – Deep Breathing

Hi team –

If you are feeling tired, stressed or you just want to refresh yourself, I encourage you to take a few minutes today to breathe. Pausing and engaging in mindful breathing can help you to clear your head and refocus.

Inhale one deep breath for four seconds, hold it for four seconds and then exhale for four seconds. Repeat this exercise five times and make a note of how you feel. If it helped you, set time on your calendar to practice deep breathing every day or week to inspire a new habit.

Cheers!


To

Subject

To

Subject

Hi team –

Music is powerful. It can evoke emotion and bring you back to a different time or place.

To support your wellbeing today, select 15-minutes-worth of whatever style of music you would like to listen to. Fast-paced, slow-paced, somewhere in between — it’s up to you!

Focus on the music and mindfully consider:

• What does it inspire in you?• How does it make you feel?• What memories arise?

Enjoy!

Template #5

Wellbeing Wednesday – Gratitude Journaling

Hi team –

Today, I invite you to engage in some journaling to invite more positivity into your day.

Set a timer for 15 minutes, pick up a pen and a piece of paper and set an intention to celebrate and appreciate. Start writing about whatever comes to mind as you consider gratitude until your time runs out.

Happy writing!

Template #6

Wellbeing Wednesday – Take a Music Break


To

Subject

Hi team –

Over the past six weeks, I’ve encouraged you to engage in several activities to support your wellbeing through a short break. For our last exercise, consider our prior activities and choose your favorite to engage in:

• Meditating on your why• Taking a break outside the office• Deep breathing• Connecting with a colleague• Gratitude journaling• Music break

Going forward, I hope you spend time each week to make sure you take care of you. Feel free to keep using these exercises or any others that refill your cup.

Cheers!

Template #7

Wellbeing Wednesday – Grab Bag


Problem Solving PredicamentsIn a hybrid workplace, employees often find that completing individual tasks is smooth sailing. However, when stormy weather appears in the form of obstacles, groups may have trouble engaging in complex problem solving.

Sometimes, these headwinds rear up because the conditions are not ideal for effective collaboration. Explore our Misaligned Norms and Collaboration Silos tips to make sure you have created an atmosphere that promotes teamwork. Then, reflect on the following obstacles and potential solutions:

Same Ideas, Same ResultsWhen coworkers have the same backgrounds and perspectives, you will often get similar, uninspired outcomes. Try implementing these steps to generate new ideas:

• Invite a person from outside of your department to the conversation • Ask individuals to advocate for different points of view• Consider the problem from a different audience’s perspective (e.g., a client or stakeholder)

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Conflicting OpinionsSometimes, team members will share an idea that others may be quick to reject. To help staff be more open to differing perspectives, get your crew in the habit of:

• Asking questions to ensure clarity of understanding

• Encouraging positive debate and discussion

• Coaching staff to navigate difficult conversations

Fear of FailureIf you do not have a culture of psychological safety, employees are unlikely to raise untested ideas. To create an environment where individuals feel empowered to take risks, try:

• Asking all team members – including yourself – to celebrate one failure from the week• Actively soliciting questions and potential holes in your thinking• Encouraging brainstorms where all ideas are on the table – without judgment

Lack of EmpowermentWhen staff members do not feel like they have autonomy, they are less likely to bring forward solutions because they do not feel empowered to solve the issue. To change mindsets, consider:

• Sharing a challenge that you are experiencing and asking team members how they would approach it

• Delegating projects and encouraging staff to approach the initiative in their own way• Identifying small stretch goals to help employees take on new responsibilities


Let Emergenetics Be Your LighthouseProblem solving can be much easier with cognitive diversity and trust. Let’s talk about our WEteam reports and team-based workshops, which can help address challenges with psychological safety, conflict and innovation.

Focus Your ApproachTake our short quiz on the next page to bring focus to your problem-solving opportunities.


Ineffective Onboarding | Misaligned Norms | Communication Barriers | Collaboration Silos | Limited Training & Development | Disconnected Culture | Wellness Woes | Missing Motivation | Recognizing Employees



1. When employees encounter a challenge, what do you see most often?a) They get advice from the same colleague.b) They complain.c) They freeze up.d) They ask you what to do.

2. When you are in a brainstorming meeting, what behavior best describes your team?a) Everyone seems to agree with one

another.b) One or more people shoot down

concepts rather than build on them.c) Only tried and true ideas are presented.d) They seem disengaged or at a loss.

3. When a mistake is made, how do your people respond?a) They are typically surprised.b) They tend to point fingers.c) They seem nervous.d) They look for someone else to fix it.

Assess Your Problem-Solving PredicamentIf you aren’t sure where to start, use the quiz below to find a port in the problem-solving storm.

4. What learning opportunity do you think would be the most useful to the majority of your team members?a) Having an outside colleague join the

meeting.b) Practicing perspective-taking.c) Engaging in a stretch assignment.d) Taking ownership of an initiative.

5. What new norm would help your staff most?a) Searching for logic gaps.b) Using positive language.c) Encouraging small risks.d) Identifying an owner for each project.

Score Your ResponsesIf you found yourself mostly responding with A, work to address “Same Ideas, Same Results.”

If you found yourself mostly responding with B, work to address “Conflict Management.”

If you found yourself mostly responding with C, work to address “Fear of Failure.”

If you found yourself mostly responding with D, work to address “Lack of Empowerment.”


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Missing MotivationWhile intrinsic motivation is essential to successfully work in a hybrid environment, managers can certainly make an impact on their people’s drive. When you can effectively motivate your crew members to persevere through stormy conditions as well as push ahead in calm seas, they will be more productive.

You can engage your staff and help them feel more motivated to perform by adjusting your approach to focus on four priorities:

• Demonstrate Trust• Play to Strengths• Deliver Recognition• Channel Your Inner Motivational Speaker

Demonstrate TrustWhen individuals have autonomy over their work, they tend to be more motivated to act. As a manager, you can demonstrate trust by delegating projects and asking employees to take on new responsibilities. Be sure to provide positive and constructive feedback to support their growth.

Play to StrengthsPeople who use their strengths each day at work are more likely to be engaged and more productive (Gallup). Find projects that allow team members to utilize their talents and encourage staff to work through their strengths to stay connected to their work.


https://www.gallup.com/workplace/236561/employees-strengths-outperform-don.aspx

Deliver RecognitionEveryone likes to receive praise for good work. After all, if employees are not recognized for what they are doing – why would they keep at it? Be mindful to celebrate individuals during one-on-one meetings, performance reviews and publicly. You can also discover more tips in Recognizing Employees.

Channel Your Inner Motivational SpeakerBy speaking directly to your employees’ interests, you can amplify motivation. Below are a few tips – using the Emergenetics Attributes – to help you appeal to the collective preferences of your people.

• Share the why behind the work, including its relevance to the bottom line• Provide all the details about your expectations and timelines• Explain how their actions contribute to the success of others• Connect their work to the vision of the organization• Offer information in advance and connect face-to-face (in person or virtually)• Build consensus around the pace for the project• Provide opportunities for a focused or multi-tasking approach, based on the person’s preferences

Let Emergenetics Be Your LighthouseWant to become better at coaching and motivating staff? Let’s connect about our Team Dynamics for Small Groups workshop. In the session, you will gain insights into what engages each of your employees so you can manage them even more effectively.

Inspire Your Week with Motivation MondayTo increase motivation within your team, use the five email templates on the following pages.


Ineffective Onboarding | Misaligned Norms | Communication Barriers | Collaboration Silos | Limited Training & Development | Disconnected Culture | Wellness Woes | Problem Solving Predicaments | Recognizing Employees



Motivation Monday Email TemplatesCopy and paste the content in each template into an email and share them with staff every Monday for five weeks.

To

Subject

Template #1

Inspire Your Week with Motivation Monday

Hi team –

For the next five weeks, I will send you an email each Monday morning to start your week on a positive note.

To begin, take 15 minutes today to consider your tasks and projects and define one big-picture goal for the week. Identify the metric(s) that will help you determine whether or not you have achieved that objective.

If you feel disconnected at any point, revisit your goal to see how far you have come and where there is still work to be done.

Cheers!

To

Subject

Template #2

Get Motivated with a Plan of Action

Hi team –

What’s on your agenda for the week? Making a to-do list and a plan of action can help you feel driven to accomplish your tasks in the days ahead.

I encourage you to take 15 minutes to define your approach. I also invite you to write down one or two things you already accomplished this morning – maybe it was making a healthy breakfast, exercising or getting your kids to school on time. Whatever it was, writing it down and checking it off your list can help you begin the day with a sense of accomplishment.

Cheers!


To

Subject

Hi team –

Happy Monday! This week, I invite you to think about how you are contributing to the vision of our company. As a reminder, our vision is: INSERT VISION.

Take 15 minutes to make connections between your work and where we are headed in the future. You are making an impact!

Cheers!

To

Subject

Template #3

Who Are You Helping This Motivation Monday?

Hi team –

To inspire your day, spend some time identifying who will benefit from the projects and tasks you are focused on this week.

Explore your to-do list and the meetings on your calendar. Then, make a few notes about the people who will be positively impacted by your great work.

Cheers!

Template #4

How Does It All Connect?


To

Subject

Hi team –

For our final Motivation Monday email, I encourage you to practice your favorite of the four exercises I’ve shared in the past four weeks. As a reminder, they are to:

• Define your big-picture goal for the week• Plan to dos and action steps• Remember who you are making a positive impact on• Connect with the company’s vision

If you ever feeling a dip in your motivation, revisit one or more of these exercises, and don’t hesitate to reach out to me.

Cheers!

Template #5

Pick Your Approach to Motivation Monday


Recognizing EmployeesRecognition helps organizations retain talent and increase employee engagement, while improving individual performance and motivation (Great Places to Work). Unfortunately, remote workers can often fall victim to the concept of out of sight, out of mind.

Be proactive to make sure that your staff members’ contributions are not overlooked. To keep recognition on your radar, be cognizant of:

• Frequency• Personalization• Opportunity

FrequencyA general rule of thumb is to provide four positive pieces of feedback to every constructive criticism. If you are not in the habit of regularly acknowledging your people, make it a consistent part of your one-on-one and team meetings. Be thoughtful to recognize a mix of staff and make sure remote colleagues’ contributions are celebrated.

PersonalizationWhen you reward individuals, customizing your approach can make the experience even more meaningful. Consider what sort of message would be most impactful to your colleagues and tailor your communication to their preferences. You can also offer different types of rewards that employees can choose from, such as time off, a gift card or another acknowledgment.

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https://www.greatplacetowork.com/resources/blog/creating-a-culture-of-recognition

OpportunityIn addition to gifts or compensation, recognition can also come in the form of promotions and new responsibilities. When an opportunity arises, pause to consider who would benefit from a growth opportunity while matching up skillsets and spreading the wealth of experience beyond those individuals who are working in the office.

Let Emergenetics Be Your LighthouseWant to improve your recognition practices? Our Attributes in Action Guides help you quickly personalize positive and constructive feedback. They’re available for free to all Profile holders. Let’s connect if you need a Profile to get started.

Celebrate Your Crew Use the questions on the next page to provide meaningful recognition to your team members.


Ineffective Onboarding | Misaligned Norms | Communication Barriers | Collaboration Silos | Limited Training & Development | Disconnected Culture | Wellness Woes | Problem Solving Predicaments | Missing Motivation



Frame Your SentimentsDo they prefer communication that is straight-to-the-point?

Do they want to know the details of the success story?

Do they enjoy receiving a heartfelt message?

Do they appreciate understanding how they contributed to the big picture?

Adjust Your DeliveryDo they prefer a one-on-one or public celebration?

Do they mind being interrupted or would they prefer to hear from you at a scheduled time?

Is a simple thank you enough or do their actions merit a reward to choose from?

Chart Your Course to Meaningful Recognition Tailor your approach to the interests of your colleague by considering what will make a message resonate with them. Use the thought starters below to plan your delivery.


Finding Calm Waters As you captain your hybrid team, it may feel like you are periodically navigating unfavorable weather. While you cannot avoid every storm, keep this handbook at the ready to address challenges as they arise and move toward calmer waters.

We’ve also identified many ways that Emergenetics can serve as a lighthouse to guide your way through these headwinds. If you would like to learn more about how you can use our Profile, workshops and accompanying digital resources and tools to help your entire crew achieve maximum productivity and performance, we are here to help!

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Documents

The Hybrid Teams Handbook for Managers