Navigating the New Rules of Employee
Time Management in a Hybrid Work World
At a recent business event, I chatted with several leaders who were venting about their frustration with employees’ casual attitudes toward work hours. One leader shared, “I had a new hire tell me she was leaving in the middle of the afternoon to get her nails done but would log back in later. I was speechless! She wasn’t asking for permission, she just assumed that would be OK.” Meanwhile, LinkedIn is buzzing with posts from leaders saying things such as, “I don’t care when you take a day off or go to a doctor’s appointment. I hired you because you’re an adult and know how to do your job. I don’t need to know when and where you get it done.”
The difficulty and confusion around managing employees’ time and productivity in today’s hybrid work world can be daunting. As companies try to figure out what “hybrid work” means for them, the challenge is finding a balance between supporting employees and holding them accountable. Below are some ideas to consider.
Beware the “Cool Boss” Trap
Being a “Cool Boss” sounds great, right? Trusting everyone to be an adult and do their job is a utopian ideal. Unfortunately, experience has taught me that it tends to backfire. I’ve been an employee under a “Cool Boss” and (I’m embarrassed to admit) have led with this style. Unfortunately, “Cool Boss” leadership drives away your high achievers and leaves you with underperformers who take advantage of the relaxed environment. Because everyone on a team is held accountable for its end product, high achievers burn out as they try to compensate for the underperformers. Solid performers want to be part of a team in which everyone is held to the same standards. Without this, they’ll look for jobs elsewhere.
Clarify What Works for Your Business
Creating the right guidelines begins with understanding the needs of your customers, employees, and the business. Notice that I didn’t add “leadership” to this list. You get a voice as an employee, but your opinion about how it “should be” can’t dominate this process. Whether you lean toward being hands-off or more controlling, the focus should be on what serves your core stakeholders. What do your customers need in terms of availability and responsiveness? What do your employees need to perform at their best? What does the business need to meet its goals and thrive? Aligning these priorities will help you develop guidelines that make sense for your unique situation.
Communicate Expectations
Once you’ve established guidelines that balance these needs, communication is key. These guidelines don’t have to be strict or complex, but they do need to be clear. Clearly communicating these expectations helps everyone understand what’s required of them. If your policies genuinely account for the needs of customers, employees, and the business, the blowback should be minimal. Employees appreciate clarity and consistency, as they can focus on their work without second-guessing their actions or feeling as if they must manage their peers.
Iterate, But Don’t Waffle
No policy will be perfect right away. It’s important to iterate based on feedback and changing circumstances. Invite feedback in a way that works for your team, whether through surveys, meetings, or anonymous suggestions. However, avoid the temptation to revert to old habits when faced with resistance. People will gripe about changes, but consistency and a clear rationale behind your policies will help over time. Stick to your guidelines, adapt as needed, and remain focused on the overarching goals.
The Payoff
By implementing and refining clear, well-communicated guidelines, you’ll see several benefits. Your customers will be happier with consistent, reliable service. Your employees will be more engaged, knowing exactly what’s expected of them and appreciating the balance between work and personal life. Less effective employees will either improve or depart sooner, leaving you with a stronger, more cohesive team.
Navigating the complexities of hybrid work and employee time management is challenging but essential. By avoiding the “Cool Boss” trap, creating tailored guidelines, clearly communicating expectations, and iterating with intention, you can support your employees while ensuring accountability. This balance will lead to a more productive, engaged, and satisfied workforce, benefiting your business as a whole.
COLLEEN GALLION is an ICF-certified professional coach whose passion is supporting entrepreneurs and founders in building healthy and sustainable teams. For more information, visit www.gallioncoaching.com.
