Main yaha tu vaha- the hybrid work model

When I started, I started alone and I was alone managing the business for a good 6 months. I was making money and taking support of temp people on the go but mostly I was alone. A major reason for this was that I was still very sure about getting a good well paying job and leaving this uncertain life of "having a business" behind. However, things don't work the way you want, do they?

So, in April 2020, I made the first permanent hire to the team. By, June 2020, I had hired 3 more people and while I was doing all this, I was still interviewing outside. I thought I'd close the projects that I am working on gradually or probably hire another manager to manage them so that the salaries are taken care of. But then, COVID happened, my 2 job offers got revoked and I felt- okay, let me just get head-on into the business thing and give my best! We'll see how it goes.

The reason, I gave this backdrop was that with that mindset, I was hiring people remotely. Didn't want anyone to come to an office and increase my costs. We were happily working virtually. However, I did have this in mind that once we hit the magic number of 10, I'll have a dedicated office in place!

But then, by March 2021, we were 11 and with the second wave hitting hard, we had to be virtual again. By July 2021, we had hit a number of 16 and I knew something had to be done because a lot of mismanagement had started happening. Timelines were getting skewed, spillovers were happening, a lot of times communication wasn't being thorough and we simply couldn't be sure what was going wrong where. Calling people to the office wasn't an option that I was exploring and so to make the hybrid model work, this is what we did, and it has been working fine thus far!

Slack not WhatsApp

The first thing that we did was to create channels on Slack and move the entire communication there. Thus, the concerns about, "Oh shit, I deleted my chats" were lost. Plus, all the documents stayed in place which meant that we could access them anytime. Also, the slack calls- I never thought that the team would use them so much but boy, the communication has become so quick- you simply press a button and call- almost gives the feeling of reaching out to a Coworker's seat

Weekly Reports Help

More than just weekly reports, it matters how well are those reports being prepared. Now, not every person in the team will go to the same level of depth, however, you can always lay out what details do you want. With this in mind, I personally created reporting formats for the team. Now, all they have to do is to fill them up. This also helps them to think through and be aware of how well their efforts are fructifying or not.

Performance Monitoring Softwares are fine

We did have a lot of discomfort surrounding it and there was too much back and forth, but then, as an organisation that values its employees, but also needs to get the work done, sometimes tough decisions have to be made. We made them too when we installed a performance/work monitoring software called Werkingmate. Not gonna lie- it literally replicated the same situation- "that I'll work extra attentively because the boss is watching". While it didn't change the efficiency of many (because they were already working well and were sincere enough), we did see improvement in the time management, and timely deliveries from some- all in all worth the effort.

Invest in Virtual Office and Appreciation

A daily task monitoring software may breed the sense that the employee is not being trusted. Now, there is no other way to deal with it but you can definitely nullify the same by giving some benefits that weren't there earlier. For us, we invested in Cosmos- the virtual office and Engage With- an employee appreciation platform. Well, people have been loving giving kudos and shoutouts to each other and with the bit that they can redeem these points against some amazing coupons- I think this little thing makes up for a lot- at least way more than the words that would have been spoken about trust and shiz.

Ask Questions, let them know that you know

Now, as I had mentioned in one of my previous blogs as well, it doesn't make sense to shout and ruin the other person's mood, even if they aren't working adequately. However, as a business owner, you simply cannot not say as well. So, the solution is you make them accountable. All the things that you must have heard from the client, just remove yourself from the situation and put the employee in charge to directly interact. This makes the person feel that they are now directly responsible for getting stuff done because if anything goes wrong, it'll be them facing the flak. I feel, that a large part of leading a team is also about giving the right kind of punishment- the one that doesn't sound like it. It may not suit every occasion, but at least it has helped here so, here goes my vote for it.

Get a few people on location

Not gonna lie, this is going to be required. Especially, since the team would be growing and you'll need more managers. The in-person meetings are needed beyond a point and especially when you are a solopreneur, you will need someone who can act as a dummy partner, taking up the responsibilities; and this person, well, you'll need to keep meeting them on and off. I currently have two other people operating out of the office with me. I don't ask them to come and meet me daily but once in a week- that works!

So, folks, that was it, my experience of how I have been handling the firm. Hope you got something from it.

Until next time!