Now is a great time to start looking at your line managers to see if they have these traits.
It's really interesting when you look at this level of detail. The question it poses is what are the consequences if there is a shortage of these traits?
Strong communication skills: The ability to communicate effectively with remote and in-office employees is crucial for a line manager in a hybrid organization.
Adaptability: The ability to adapt to new technologies and ways of working is crucial as line managers will have to adjust to the unique challenges of managing a hybrid workforce.
Empathy: The ability to understand the needs and concerns of remote employees and to create a sense of connection and inclusiveness.
Leadership: The ability to lead and inspire remote teams and to create a sense of direction and purpose.
Trustworthiness: The ability to build trust with remote employees and to create a culture of trust and transparency.
Organizational skills: The ability to manage and organize remote teams, and to ensure that work is distributed and completed on time.
Problem-solving skills: The ability to troubleshoot and resolve issues that may arise in a hybrid workforce.
Technical skills: The ability to use and manage the tools and technologies required for remote work.
Flexibility: The ability to adapt to changes and to be open to new ways of working.
Cultural sensitivity: The ability to understand and respect the cultural differences of remote employees and to create a diverse and inclusive work environment.