Hybrid work arrangements mean leaders need an array of tech and social skills to be successful
People management in remote work settings was a pandemic-era hurdle that some workplaces have been happy to leave behind. However, one study by the C.D. Howe Institute found that 26 per cent of Canadians spent at least part of their week working remotely at the end of 2023, down from 40 per cent in 2021.
Prof. Duxbury emphasizes that organizations – not individual managers – bear the brunt of responsibility for setting people leaders up for success in a hybrid work environment, no matter the manager’s skill level. In 2022, Slack counted 100,000 companies among its clientele, and Microsoft Teams reported 320 million monthly active users in 2023. Yet, consultant and executive coach Tanveer Naseer says he often encounters senior leadership who fail to recognize the importance of those tools in building workplace culture.
“Senior leaders, when you’re hiring, if you want those soft skills you need to interview for those skills too,” says Bailey Parnell, founder and chief executive officer of SkillsCamp, a soft skills development company based in Toronto. Prof. Duxbury adds, “a good manager in a hybrid environment knows how to coach and mentor people who are not in line of sight, which means they have to be given some clues on how to measure the performance of remote workers by the organization hiring them.”
“We teach that there are four modes of hybrid work: time, space, both or neither,” says Ms. Parnell. “The worst mode is when we are sharing space, but not time. Why am I commuting when I’m not doing anything that requires us to share space?”
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