Virtual Problems? Try an In-Person Solution

As remote and hybrid work environments have become ever more prevalent in the American workplace, the conversations surrounding leadership in these mixed environments are also increasing. It’s especially important to recognize the role of in-person connection and training when managing and onboarding multiple generations. At Connico, a leading national consultancy that services the aviation, civil, transportation, and institutional markets, we’ve found success in providing a hybrid work environment so that our employees can continue leading flexible, fulfilling lives while pursuing meaningful and growth-oriented work.

When balancing a five-generation workforce that is roughly 59 percent hybrid or in-office and 41 percent fully remote, onboarding, training, trust building, and leadership styles all must be considered to create a workplace culture that embodies equity, support, and high performance. If not designed with intentionality, a hybrid or remote workplace can make team members feel disconnected, create difficulty with onboarding and training, and potentially harm the overall company culture. This problem can be mitigated by implementing a system that focuses on building relationships while maintaining flexible work policies.

One tool that creates an all-encompassing and supportive remote workplace is cross-office training, or “office rotations” as we call them. In-person experiences build team relationships and improve trust, make space for in-person technical training and issue-solving, and create a culture of, and connection to, leadership. 

Developing relationships and trust

To say that the workforce has seen a multitude of changes over the past few years is a drastic understatement. On top of the enormous shift to remote or hybrid work, the changing generational demographics have introduced new ideas and work-life perspectives. These new attitudes sometimes create friction or hesitation from more experienced or seasoned professionals who have spent years perfecting their skills and processes. Although it’s impossible to bridge every gap between the many identities in a workplace, companies must take a proactive approach and alleviate tension or confusion where possible to encourage each and every employee to better know, understand, and trust one another. 

When planning office rotations, it’s important to be strategic in choosing which team members will be involved, the host office, and which staff will be visiting. The strategy is generally to connect staff members who work in similar technical disciplines and are located elsewhere, have different experience levels, or come from differing life backgrounds. New team members can partner with more tenured employees to learn the ropes, build connections, and understand the why behind what they do. A week of in-person exposure also allows for the cross-pollination of ideas and know-how that occurs when people work in close proximity to one another.

Additionally, planning for activities outside of the office such as escape rooms, dinners, and visual or performance art gives employees a chance to ask more questions in a relaxed environment and share more about themselves, ultimately building a stronger team and company culture. 

Actual learning and training

Typically, for in-person positions, onboarding and training are done over a few days or weeks while in an office after starting a new role. For fully remote positions, onboarding typically occurs virtually, including introductions, a company culture background, and baseline processes. Training to full proficiency becomes more difficult when an employee is remote. While it’s certainly possible for today’s onboarding and training to take place over Zoom or on a webinar, that may not be the most effective way to ensure new hires understand and learn all aspects of their roles.

When onboarding a new hire into a fully virtual role, bringing them into an office setting for around a week and pairing specific individuals together for one-on-one training time can be beneficial. This allows all team members to ask important questions and better understand the culture behind the work, making them more likely to connect with their colleagues and buy into our organization's values. When possible, sync up these new-hire onboarding weeks with a larger office rotation.

Additionally, these office rotations allow new and existing staff to train both in and out of their specialty. Cross-training benefits everyone in an organization, from new hires to the senior leadership team. It also provides a platform for true hands-on learning and expertise sharing between senior members and those who are new, members from different departments, or even team members who could benefit from learning from one another in a new or unique way. 

Building internal team leadership, not just targeted skills

Although there are many benefits to bringing people together in person for training and team building, one of the greatest benefits is the opportunity to build a strong culture of leadership. Creating space for team members to connect and work with their leaders allows employees to have a voice and be supported. It also allows the leaders time to listen to and understand their teams' differing perspectives so they can more effectively lead.

It is also important to encourage problem-solving and team training to occur outside of senior leadership. Planned problem-solving and innovation sessions allow folks, from interns to subject matter experts, to identify creative solutions to the issues that they face in their day-to-day environments. The organic and casual problem-solving sessions that occur during these in-person, cross-training gatherings are just as beneficial in creating trusting mentor/mentee relationships, ones that are especially important in remote or hybrid work environments, as these trainers are the first to provide guidance and address concerns. As employees grow and succeed in their roles, offering them the chance to lead the training of new hires empowers them to take on a larger role as leaders in the company.

The workforce is changing before our eyes, and in this new era of transformation, it’s imperative for business leaders across the world to go the extra mile for their employees' well-being and satisfaction at work. Cross-office training can help alleviate challenges related to technological advancements, remote work, organizational shifts, generational differences, and more. The rhythm we created with this office rotation system did not happen overnight or without cost; however, creating truly successful human connections can be the difference between the retention of top talent and the status quo of industry turnover. By making the investment in a cross-office training system, we identified a way to boost organizational performance AND company morale, all while creating a flexible, hybrid environment that people want to be a part of. 

Bryan Hafertepe, PE, Associate Principal, is a licensed professional engineer focused on cost estimating, value integration, project management, and construction observation. As Associate Principal, he leads Connico’s retention and recruitment efforts, including training and mentoring.

This piece was originally published in Aviation Pros on September 9, 2024 and can be viewed here.