Before the pandemic, about 25% of the US workforce already worked from home at least part of the time. We can learn valuable tips from managers who have experience with remote work. It’s best to have clear remote-work policies and training in place beforehand, but in times of crisis or rapid change, this may not be possible. Well, in this article, I’ll be discussing leading remote teams, as well as the following well be discussed. Continue to read so you can gain more knowledge.
Contents
13 Tips For Leading And Managing
The followings are the top 13 tips for managing and leading remote teams:
Remote Teams
Schedule daily check-ins
For new remote managers and teams, video conferencing is becoming more important for establishing face-to-face interaction that is now missing, replacing the once sufficient use of email, phone, and texts.
Over-communicate
Over-communicating is crucial for remote teams, especially when it comes to tasks, duties, responsibilities, and desired outcomes. In a traditional workplace, lack of communication is already a challenge, but it becomes even more important for remote employees who may be focused on new or different tasks and goals.
Take advantage of technology
Forcing most of us down the path of a digital transformation. That can take most organizations months, if not years, to adopt. Equipped with Li Zoom, Google Hangouts, and Microsoft Teams, which most of you are already using on a daily basis, come up with a simple platform for tacking tips 1 and 2. I’ll acknowledge that it was a bit unbearable at first, but once fully adopted, it has been a fantastic way to support engagement strategies.
Establish rules of engagement
In the military, we call them ROE’s. Remote work is more efficient and satisfying when managers set clear expectations for communication frequency, means, and ideal timing. For example, using videoconferencing for daily check-ins and instant messaging for urgent matters.
Manage expectations
This has always been vitally important but has become, to an increasing extent, more important in this contemporary territory. Many organizations and teams have had to pivot, leading to employees being refocused on new tasks, impacting their ability, motivation, performance, and outcomes.
Focus on outcomes, not activity
This best practice for increasing engagement and empowering employees involves clearly defining goals and desired results, and then allowing trained and resourced employees to develop their own plan of execution. This approach enhances creativity and ownership, especially in a remote work environment where micro-management is more challenging.
Define the purpose of those outcomes
To summarize, it’s crucial to define the WHY in order to emotionally connect employees to the mission. In a new remote work environment, it’s important for everyone to understand the overall purpose and their role in achieving success, as it is the foundation of high-performance for remote teams facing new challenges.
Provide resources
Great battlefield commanders ensure their troops have proper training and resources before sending them into battle. Many remote teams now require new laptops, improved WiFi, and technology like headsets and webcams.
Remove obstacles
Let’s discuss the unexpected challenges of remote work: emotional and physical isolation, multitasking at home, homeschooling children, and constant interruptions like Amazon deliveries. Additionally, there are new challenges within the firm that can strain teams, such as new silos, change, fear, and complexity.
Many have experienced virtual events like happy hours, pizza parties, and recognition sessions. Research shows that these activities, often led by managers of remote teams, can be effective despite seeming forced or inauthentic.
Show flexibility
Each team member has a different home environment, with varying situations such as having spouses and children, private home offices, or taking meetings from unconventional spaces like closets, bedrooms, or bathrooms. Some may even be working from Starbucks or facing challenges in their relationships.
Exhibit Empathy
Managers need to recognize stress, listen to employees’ concerns, and show empathy, especially during a sudden shift to remote work. Research shows that employees take cues from their managers on how to handle unexpected changes or crises.
Mentor more than manage
The manager and mentor manage more than the coach. And they have the knowledge that there are not so subtle fine distinctions and differences between the regulation of leadership and management. Amid volatility, complexity, and ambiguity, we should not stop developing our teams and ourselves.
Final Thought
Leading remote teams presents exciting challenges and opportunities. How can you foster a sense of community and connection when miles apart? Balancing structure and guidance with the freedom of remote work is crucial. Ensuring team members take care of themselves and achieve work-life balance is also important. Leaders of remote teams must navigate these considerations in this new world.
That is all for this article, where I have listed and explained the top 13 tips of leading and managing a remote team.
I hope it was helpful, if so, kindly share with others. Thanks for reading, see you around!
Leave a Reply