In this day and age, works have been divided among online and offline. While offline refers to the traditional way of doing things, online on the other hand refers to something called remote work. As the covid struck, the trend of this system grew, and now most people want to experience this even if they don’t have to. But is it really easy to maintain employees where half work in the office, half from their home and some who maybe shift between both? Well, that’s what we will find out today.

Paradox refers to the events that stall the path of leaders and forces them to take head on to the new and not so exciting challenges. This is a generational leap when we talk about remote work or hybridism, it didn’t exist before. But now that it does, we have no choice but to accept it. So yeah, here are some of the deadliest paradoxes of hybrid leadership that you should know about.

The Paradox of Autonomy vs. Structure

The flexibility and a sense of freedom is what drives the new generation to choose the Hybrid or remote role. Yet, without any sort of structure, that freedom quickly turns into isolation, lack of coordination and disorganization. So always make sure to apply structures even for a remote or hybrid role which will keep the team together and engaged without letting them feel ignored.

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The Paradox of Connection vs. Proximity

In-office setups had that direct confrontation with people which played a big role in creating connections and long lasting relationships. But that part is completely eliminated in remote roles where people may feel ignored or get emotionally distressed when they don’t feel like they belong here. So, as a leader you should make sure that your team has regular communications with each other, even if they say No at first, it quickly becomes yes. 

The Paradox of Trust vs. Visibility

A lot of leaders feel comfortable and fulfilled when they see their employee working at a desk. We all feel that way, but that thing is almost gone in remote works. That’s why a lot of immatured companies try to monitor their employees with webcam, which is absolutely disgusting and almost always leads to employees leaving the org. Instead of binding trust with physical presence, start measuring the outcome. As long as the goals are being met, as long as the deadline is clear, nothing else matters. Stay open minded and that’s it.

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The Paradox of Flexibility vs. Equity

This directly correlates to the third Paradox where employees working in office are often awarded with better offers and benefits than remote or hybrid workers. This creates an unfair advantage for office workers, which may look strategic at first, but quickly it starts creating a rift in trust that can do more hard than good. So, treat flexibility with proper equity, or opportunities rather than neglecting or devoting them.

Paradox may sound scary, but it’s all about just adapting to the new ways which seem to be the future. We can’t stay in [ast, and these challenges or so called Paradox remind us that now is the perfect time to change. So, do you support remote or hybrid work? If not then what is your opinion on this? Let us know, we are always excited to hear all about the new and unique mindsets of leaders from all over the world.

Frequently Asked Questions

Q1. What is the biggest challenge in this hybrid model?

Ans. The biggest challenge is definitely lack of physical presence. Most managers feel a sense of control when they see their employees working from their bench. This may sound evil, but everyone does that. Instead leaders must shift their focus from monitoring to measuring the outcome. Nothing matters as long as the work is getting done.

Q2. How can I ensure fairness among all employees?

Ans. Ensuring fairness is already a challenging thing in offline posts, let alone hybrid. Still the extra efforts should be properly used and made sure that those working in office and those working from home get the exact same opportunities for promotion, bonuses and benefits. The proximity bias has no place in hybrid roles, and it only destroys people from within.

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Q3. What are the most effective communication channels in hybrid leadership?

Ans. It’s simple, everything transforms from offline to online. We have great collaboration tools where employees can login and brainstorm ideas together, everyone knows about the video conferencing apps, and how can we forget the online task management apps like notion. Use the new and latest tools,and hybrid leadership will feel like a breeze.

Q4. How can I maintain a healthy culture in the hybrid role?

Ans. It’s all about adapting to new ways. Sure not everyone can physically see each other, but that doesn’t mean they can’t turn on the camera and have a casual chat. So make sure that your team is having casual group calls once in a while, maybe some outdoor gathering or even social mentorship programs. There are countless ways, so take your time and prepare a  curated plan that would take everyone’s matters into consideration.

Sources:

1. The 5 Paradoxes of Leading in a Hybrid Workplace

2. The Hybrid Work Paradox: Why Flexibility Isn’t Enough to Drive Success?

3. Leadership Paradox: Why Great Leaders Must Master Opposites

4. 2-6 Leadership Paradoxes Post Pandemic Era | PDF

5. Being a leader in the era of paradoxes | Implement