4 Types of Teams and How to Engage Them

With new technologies changing the way business is done by the minute, companies need to reconsider new business models and team management.

It’s no rocket science that remote work is gaining popularity across the globe, so it is only to be expected that more and more businesses will realize the benefits of hybrid work models and move on to more flexible schedules and agreements.

1. Remote Workers and Digital Nomads

Freelancers, remote workers and digital nomads are numerous and more than willing to secure stable work inflow. However, there are some notable differences when it comes to these three categories of workers.

Digital nomads travel a lot and look for flexible work schedules. Sometimes, these people run their own businesses and look for different types of contracts than regular office workers. Renouncing U.S. citizenship may be one of their choices, as they have to keep an eye on the tax systems of the U.S. as well as each country they are visiting.

Freelancers may rely on gigs or work for a business long-term. They also look for flexible work schedules, but they don’t necessarily change time zones as often as digital nomads.

Remote workers are people who work remotely from any location and may look for either gigs or long-term engagement.

What all of them have in common is a tech-savvy approach and modern views on business models.

For traditional managers unused to managing remote teams, this may pose a huge problem. Keeping remote teams engaged is on a whole different level than keeping office workers engaged.

To better understand this conundrum, take a look at a few stats:

• 83% of employees prefer a hybrid work model (source: an Accenture report)
• Only  8% of remote workers are willing to return to the office after the pandemic (source: the Remote Work & Compensation Pulse Survey)
• 44% of workers want to work from home part of the week (ibid.)
• Only 20% of workers want to work in the office exclusively (ibid.)
• 55% of workers want to spend some time in the office and some time at home (source: a Stanford study)
• 36% of workers feel more focused working at home as opposed to 28% who feel more focused at the office (ibid.)
• 48% of workers want to work from home permanently (source: an Accenture report)
• 83% of workers would leave their current job if their salary was lowered due to them working remotely (ibid.)
• 34% of workers claim that face-to-face interruptions from colleagues are the main factor for them losing focus at work (source: the Economist)

Evidently, more and more people are valuing their freedom and are looking for flexible schedules and a modern work environment. It is, therefore, necessary to consider hybrid work models for the best results in the long run.

Hybrid Work Models at a Glance

Not all hybrid work models rely completely on remote teams. Even though the obvious benefit of not having to rent office space may seem like a blessing for large companies, some employees are simply used to office work.

Not all is lost, fortunately, as there are, actually, 6 different hybrid work models to choose from, as follows:  

• Almost entirely off premises – mostly remote work with no office space
• Almost entirely on premises – limited remote work, large office space the majority of managers and workers
• Partially remote work, large office space –  the majority of managers and workers spend most, but not all, of their time at the office
• Partially remote work, multiple hubs – multiple offices with the workforce dispersed among them
• Multiple microhubs – management and employees are dispersed across small microhubs located in different cities and countries
• Partially remote work, with flexible office space – no permanent offices; rented flex space used for periodic collaboration (but not connectivity)

2. Frontline Teams

Frontline teams are also not easily managed, particularly because they often feel they are being left behind remote teams, mostly in terms of new tech.

That’s why it is crucial to provide them with the right tools and apps, such as software for construction business.

3. Startup Members

People working for startups are a whole different breed. More often than not, they are risk-takers and creative thinkers.

As a matter of fact, remote workers often look for some great remote startups to work for as they are likely to be more advanced in terms of new tech.

4. Traditional Office Employees

Office employees may seem traditional, but the truth is that, even though they’re in the office, they still need to be engaged and perform in an organized atmosphere.

Organizational agility is absolutely necessary and especially if you’re relying on a hybrid work model. Keeping all these people in sync is what the true challenge is.

Key Takeaways

Engagement is a big issue for every company. Businesses applying hybrid work models need to find the right mixture of carrots and sticks to keep all employees happy and in sync, but that’s the beauty of new tech:

Nowadays everyone can hire just the perfect employee no matter where they are. Look beyond the obstacles!

Use new tech for ALL employees, keep communication alive, and listen to anonymous feedback.