forbes.com
Fostering Inclusion in Hybrid Teams
This article explores inclusion tips for managers to foster inclusion when managing hybrid teams by designing and enforcing a team alliance, prioritizing communications, and addressing team dynamics and challenges around exclusion.
- What are the most effective strategies for managers to promote inclusion and address potential exclusion among hybrid team members?
- To foster inclusion in hybrid teams, managers must prioritize communication and create a team alliance with clearly defined norms. This involves proactive discussions to address potential roadblocks and ensure all team members feel valued, regardless of their work location. Ignoring this can lead to exclusion and decreased productivity among remote workers.
- What long-term impacts will a manager's approach to inclusion have on team dynamics, productivity, and overall organizational success?
- Future success in managing hybrid teams hinges on managers' proactive approach to inclusion. By prioritizing open communication, creating inclusive team norms, and addressing potential biases, organizations can create a more equitable and productive work environment. This ongoing effort fosters stronger team relationships and boosts overall performance.
- How can managers leverage communication and team-building activities to create a more inclusive environment for both in-office and remote workers?
- Building on the importance of communication and team norms, managers should actively address team dynamics and challenges around exclusion. This includes encouraging open feedback, demonstrating empathy, and actively working to fix issues. A 'switcheroo,' where in-office and remote workers swap locations, provides valuable perspective and enhances understanding.
Cognitive Concepts
Framing Bias
The article is framed positively towards creating inclusive work environments and offers solutions. The focus is on proactive management strategies rather than highlighting the negative consequences of exclusion. The headline and introduction set a hopeful tone, emphasizing the possibility of creating a thriving inclusive workplace. This framing could potentially downplay the challenges and complexities involved.
Language Bias
The language used is generally neutral and inclusive. Terms like "thrive," "valued," and "seen" are positive but not overly loaded. However, phrases like 'fertile environment for exclusion' could be considered slightly dramatic.
Bias by Omission
The article focuses heavily on solutions for managing hybrid teams and creating inclusive environments but lacks specific examples of situations where exclusion might occur in a hybrid work setting. It also doesn't discuss potential downsides or challenges of implementing the proposed strategies, such as increased workload for managers or potential resistance from team members.
Sustainable Development Goals
The article focuses on strategies to foster inclusion in hybrid work environments, directly addressing inequalities that can arise from differences in work location (remote vs. in-office). By promoting open communication, team-building activities, and understanding of diverse perspectives, the strategies aim to reduce inequalities in opportunities, recognition, and overall work experience for all team members, regardless of their location. This contributes to a more equitable and inclusive workplace.