Focus Research Project: "Onboarding practices: developing managerial relationships in a hybrid environment"

Research question

How does hybrid work affect the development of employee-manager relationships and how can onboarding practices foster the quality of this relationship?

• Hybrid work has fundamentally transformed onboarding and relationship dynamics within teams. Managers now view onboarding as a collective effort, involving the entire team rather than being solely their responsibility. This shift, however, often slows down the process of building strong relationships, as hybrid settings prioritize task completion over individual connections. Remote interactions, in particular, tend to be more instrumental and work-focused, making it harder to detect subtle signals or address personal needs. In-person time, while valuable for informal and spontaneous exchanges, requires intentional planning to fully leverage its benefits.
• Another key challenge of hybrid work lies in monitoring the integration and performance of newcomers. Managers find it harder to assess the quality of relationships and work outcomes, as hybrid settings lack immediate visibility. This requires relying on diverse sources of information, such as input from peers, team members, or data provided by technological tools.
• The use of communication tools and the introduction of newcomers to the company’s culture demand special attention. Newcomers often lack an understanding of organizational dynamics, such as power relations and interaction norms. Managers must dedicate additional time to educate them, ensuring they feel integrated and aligned with the company's way of working.