Four Tips for Managing a Hybrid Work Model

Managing a hybrid work model can be challenging. Because every organization has different needs, their approaches to managing hybrid employees differ.

Having guidelines for managing a hybrid work model lets leaders know what to expect and suggested steps to take. These ideas can help.

Choose among these four tips for managing a hybrid work model.

1. Emphasize Outcomes Rather Than Output

Define success in terms of seeing specific changes within your organization and stakeholder behavior rather than how your work is proceeding. Focusing on outcomes rather than output helps your team reach the desired change with the smallest amount of initial and ongoing work.

Emphasizing outcomes rather than outputs provides many results:

  • Your definition of success is more meaningful. For instance, if you prioritize increasing your team’s number of new and renewing clients, you can tie your team’s efforts to something valuable for your organization and customers.
  • You are encouraged to learn through feedback. For instance, you can establish a metric you want to attain, decide which action should drive the desired results, take the action, and measure the results.
  • You gain flexibility. Focusing on outcomes means your main definition of scope is reaching the target value of your outcome-based metric. Therefore, you must act within the budget and timeframe to reach the intended outcome.

2. Be Deliberate About Team Interactions

A hybrid work model requires purposeful interactions between leaders and their teams when working remotely. More frequent interactions help build stronger work relationships.

For instance, leaders should allow remote employees time between virtual meetings for casual conversations as they would have if working at the office. Also, leaders should have check-in times throughout the day to monitor the well-being of their remote employees and offer support when needed.

3. Strategize Teamwork

Leaders should evaluate which tasks and projects require individual work and which require teamwork. For instance, projects with standardized metrics and routine tasks are typically suited for individual work. Conversely, creative tasks typically require team interaction.

4.  Prioritize Autonomy and Alignment

Managing a hybrid work model requires leaders to encourage autonomy and alignment within their teams. These leaders also must support their teams’ diverse ideas, thoughts, and viewpoints to improve the organization.

For instance, employees at all levels should be involved in making decisions that align with the culture. Encouraging open communication throughout the decision-making process supports innovation and company growth.

Do You Need to Add to Your Hybrid Accounting and Finance Team?

Casey Accounting & Finance Resources can provide you with experienced accounting and finance professionals to help your hybrid team reach company goals. Find out more today.

The Value Contract Employees Can Bring to Your Organization

Adding contract employees to your accounting and finance team provides value for your organization. Because of the flexibility contract roles provide, more employees are choosing these roles over full-time employment. As a result, you have an increasing pool of professionals to choose from.

Hiring contract accounting and finance employees provides you with access to specialized skills needed to take on additional projects. The reduced cost helps improve your bottom line.

Discover the value contract accounting and finance employees can bring to your organization:

Greater Flexibility

Adding contract employees to your accounting and finance team increases flexibility in your hiring process. The main reason is that you can hire a contract employee faster than you can hire a full-time employee:

  • The staffing agency recruiter sends you a small number of vetted candidates to interview.
  • You offer a contract to the desired candidate.
  • The recruiter negotiates the contract on the candidate’s behalf.
  • The contract employee goes through an accelerated onboarding and training process to begin producing.
  • When the contract ends, the employee can secure a contract with another company.
  • Your full-time employees remain busy without feeling overwhelmed.

Specialized Skills

Hiring contract employees can provide you with candidates who have niche accounting and finance skills:

  • The contract employee can help fill your team’s skills gap.
  • You can take on additional projects that require hard-to-find skills.
  • Your ability to hire a contract employee with the exact skills and experience you are looking for ensures you add the right member to your team.

Reduced Cost

Hiring contract employees typically costs less than hiring full-time employees:

  • Although contract employees usually have higher wages or salaries than full-time employees, your company typically doesn’t pay for health insurance, provide access to the company’s retirement plan, or offer paid time off or other benefits. The staffing firm often provides some of these benefits.
  • The staffing firm is responsible for the contract employee’s employer and employee taxes.
  • These employees usually require less onboarding and training than full-time employees to begin producing.
  • You are not responsible for contract employees’ unemployment claims.

Are You Ready to Hire Contract Accounting and Finance Employees?

Hiring contract employees provides your accounting and finance team with additional flexibility and niche skills. The money you can save makes adding contract employees to your team an attractive choice.

When you need to hire contract employees, turn to Casey Accounting & Finance Resources. Learn more today.