Hiring and managing in a hybrid world. 7 ways to balance remote and on-site engineering teams

Having some engineers work remotely while others are on-site presents unique challenges. There can be challenges around communication and team dynamics, and the fact that engineering projects often require hands-on collaboration, testing, on-the-fly problem solving and physical access to equipment. But the flexibility of hybrid working has clear upsides in terms of work-life balance and attracting candidates – which shouldn’t be sniffed at, especially in a competitive hiring landscape like engineering.

Fact is, many engineering teams will have to strike a balance between the flexibility of remote working and the convenience of on-site working. Here are seven ways to strike that balance and successfully manage hybrid engineering teams.

But first, think about which roles are best suited to remote vs on-site work

When hiring talent or designing new roles, think about the possibility of hybrid working up front. Which roles or tasks must be prioritised for on-site work, and which can be done from anywhere? Site engineers overseeing construction sites, for example, need to be there in the flesh to supervise contractors, oversee compliance and keep up with quality standards. 

In general, any role requiring physical supervision, safety and risk management, or technical inspection will need a heavy (or full-time) physical presence. On the other hand, roles that are more focused on design, digital tools or project management can usually offer more flexibility. 

1. Set clear communication practices

Effective people management is all about communication, but it can be tricky when people are in different places. To avoid information silos, use collaboration software like Slack or Teams to keep project comms in one open, transparent place. It’s also a good idea to define clear communication standards – for example, expected email response times – and have regular team check-ins to ensure everyone’s on the same page regarding project progress and priorities. 

2. Use dedicated project management tools that are designed for hybrid collaboration

It’s vital you have the right systems in place to allow project planning and tracking, and to organise workflows in a seamless, virtual way. Also make sure everyone has access to the documents and files they need in shared systems.

3. Think inclusive, inclusive, inclusive

If you want a cohesive, happy team, remote and on-site engineers have to feel equally valued. Avoid meetings or side conversations where only the on-site engineers have their say – use video conferencing so remote engineers can contribute. And if your team is spread across different time zones, alternate meeting times to avoid one person or group having to consistently dial in at an inconvenient hour. Always give public acknowledgement for a job well done, for both remote and on-site engineers.

4. Foster equal learning and development opportunities

One of the downsides of remote working is engineers can miss out on informal mentorship and learning opportunities. Overcome this by giving access to online training materials, organising virtual knowledge-sharing sessions, and having a formal mentorship programme that pairs remote engineers with more experienced team members. 

5. Trust people to do their job

Engineers want autonomy and respect. One of the quickest ways to kill motivation is to micromanage them just because they’re working remotely. Instead, set clear goals, expectations and KPIs for projects, then trust your people to manage their own schedules and get the work done. 

6. Pay attention to wellbeing

Hybrid or remote working can be great for work-life balance, but it can also muddy the boundaries between work and home life. If possible, allow some flexibility in working hours so people can accommodate individual circumstances like school drop-offs or pick-ups. Encourage people to take regular breaks, even when working at home, and discourage them from working beyond their hours. (Model this behaviour by not messaging, emailing or calling team members out of hours.) Also, watch out for team members who might be feeling isolated.

7. Remember, it’s okay for things to evolve

Like everything in engineering, your hybrid working will evolve over time. Continually monitor how things are going (via project metrics, productivity measures, employee satisfaction scores, etc.) and have regular one-on-ones to get individual feedback. Then adjust hybrid working arrangements as needed.

Are there challenges to managing hybrid engineering teams? You bet. But with good communication, flexibility, trust, transparency and the right technology in place, you can build a team where everyone collaborates seamlessly and feels valued. Ultimately, that flexibility and team cohesion will help you attract top engineering talent – at a time when demand for engineers outstrips supply. 

If you want to hire the best engineering talent, partner with a specialist engineering recruitment company, like Roc Search. We have a pool of experienced engineers who are actively looking for their next role – across permanent, temporary or project-based work, for on-site, remote or hybrid working. Let us connect you with top engineering talent.