Tips for being a supportive manager in a hybrid workplace

Managing a group has at all times been difficult. Juggling deadlines, group dynamics, and the occasional awkward, “Can everybody hear me?” second on Zoom can really feel like herding cats—cats which can be on mute and doubtless multi-tasking.

However in in the present day’s hybrid work world, the problem is greater. Staff are in search of managers who provide extra than simply job assignments. In keeping with Owl Labs’ 2024 State of Hybrid Work Report, 92% of workers worth supportive administration nearly as a lot as pay. 

By 2025, being a “inexperienced flag boss”—sure, that’s a factor—will set firms aside as prime expertise more and more prioritizes robust management over free snacks and ping-pong tables.

Plot twist? Poor administration, particularly for Gen Z workers, can really include critical dangers. A single dangerous expertise can go viral on social media earlier than you’ve even completed logging out of the decision. For companies, this implies cultivating supportive managers isn’t simply good for morale, it’s important for status and retention.

So, how do you grow to be the supervisor your group wants whereas navigating hybrid work dynamics? Listed here are sensible ideas that can assist you construct belief, assist your group, and make your management fashion one which workers genuinely worth.

1. Nail your communication recreation

Good communication is the lifeblood of hybrid groups. However let’s be sincere… sending 17 Slack messages titled “Fast replace” isn’t it. Robust communication is about readability, consistency, and choosing the proper channel for the second.

• For in-office managers, communication occurs naturally. A raised eyebrow, fast check-in, or post-meeting huddle.
• For distant managers, it requires extra intention. Scheduling common check-ins, clarifying expectations, and making certain distant workers by no means really feel like an afterthought.

A easy cellphone name or video chat can do wonders to verify in and say, “How’s all the things going in your finish?” And instruments just like the Meeting Owl 3 create a 360-degree view of your assembly room, making distant group members really feel simply as current as these within the workplace. As a result of let’s face it, “Wait, who stated that?” shouldn’t be a gathering spotlight.

2. Construct belief by way of autonomy, not monitoring

This reality would possibly increase some eyebrows, however practically half of firms now use monitoring software program to observe duties, logins, and keyboard exercise. Unsurprisingly, this will backfire. Owl Labs reports that 86% of employees think companies should legally disclose monitoring practices as a result of extreme monitoring erodes belief quicker than you possibly can say “productiveness report.”

As a substitute, deal with outcomes, not micromanagement. Clear targets and deadlines give your group the liberty to work in the best way that fits them finest, which is what hybrid work is all about.

Tip: Shift your mindset from “Is everybody working proper now?” to “Is everybody attaining what they should?”

3. Equip your group with the appropriate tech

With out the appropriate instruments, distant and hybrid work can really feel like a unending recreation of damaged phone. A supportive supervisor ensures their group has the expertise to succeed, wherever they’re.

Think about a hybrid assembly setup that doesn’t simply work, it flows seamlessly. Sounds too good to be true? Suppose once more! 

The Meeting Owl 4+ brings everybody into the dialog with 360-degree video and audio that adapts seamlessly to whoever’s talking, making interactions really feel dynamic and pure. The Owl Bar enhances this by delivering sharp visuals and crisp audio, so each concept lands precisely as supposed. Have to brainstorm? The Whiteboard Owl captures each scribble and sketch for each attendee, regardless of the place they’re dialing in from.

Instruments like these ship a transparent message that you just’re invested in serving to your group not simply join, however create collaborative magic.

4. Create boundaries to forestall burnout

Managers usually sit within the powerful spot of supporting their group whereas additionally dealing with stress from higher-ups. It’s no marvel center managers face the very best threat of burnout. One of the simplest ways to guide? Follow what you preach.

• For distant groups: Encourage versatile work hours, however set boundaries like “No work calls after 6 PM.”
• For in-office groups: Normalize stepping away from desks for breaks or leaving on time.

Respecting boundaries helps you and your group recharge, making everybody extra productive in the long term.

5. Foster a tradition of inclusion + collaboration

In hybrid work, distant workers can generally really feel like an afterthought—like being on the children’ desk throughout Thanksgiving dinner. A supportive supervisor actively bridges the hole.

• Encourage all voices: Use instruments just like the Meeting Owl 3 to make sure everybody, whether or not in-office or distant, has equal airtime throughout discussions.
• Let all concepts shine: No extra squinting at blurry pictures, getting second-hand explanations, or “I will ship a photograph later” eventualities. The Whiteboard Owl seamlessly captures each element in excessive distinction, makes the presenter clear, and lets the concepts—not the obstacles—take heart stage.
• Invite suggestions: Ask your group what’s working and what isn’t. A easy, “How can I higher assist you?” can construct belief and uncover alternatives to enhance.

Hybrid groups thrive when each member feels seen, heard, and valued. Inclusion isn’t only a buzzword; it’s a technique for stronger collaboration and engagement.

6. Make improvement a precedence

Supportive managers don’t simply deal with in the present day’s duties, in addition they put money into their group’s future. Present alternatives for skilled development by way of mentorship, cross-training, or entry to on-line programs. Serving to your group be taught new abilities not solely builds loyalty but additionally equips them for larger challenges forward.

Be the ‘inexperienced flag boss’ everybody needs

Being a supportive supervisor in a hybrid office doesn’t imply you must have all of the solutions. It’s about listening, speaking clearly, and creating an atmosphere the place your group feels trusted, geared up, and included—regardless of the place they work.

Small steps like enhancing communication, offering the appropriate instruments, and respecting work-life stability make a huge impact. And if you happen to’re trying to make your hybrid conferences smoother? Begin with the instruments that carry your group collectively.

As a result of nice managers don’t simply lead, they assist, join, and make work really feel, effectively… higher.