How to manage a remote working team effectively
Who would have guessed that 2020 would be the year in which most of the world became experts in remote working (and baking, crafting, online kick boxing and home schooling)?! We may not have predicted it, yet we find ourselves in this unique situation where we have to very quickly learn how to sink or swim. For some, working remotely is a dream come true and for others it is the opposite. It may not be fair to ask the single introvert and the full time employed mom of three young boys, if they love working from home equally (for obvious reasons). If we take lockdown out of the equation, the answer may be different for the mother of three.
Whatever your preference is with regards to remote work, here are some areas to consider when managing a team remotely:
Benefits of remote work
There are many benefits when it comes to working remotely, both for the employee and the employer. One of the most obvious reason why employees enjoy working remotely is that it offers a more flexible lifestyle. There are also health benefits reported to remote working due to the absence of the stress caused by the commute to the office and the benefit of working in an environment that the workers are comfortable in. Not to mention the lack of office politics. The happier and healthier the employee, the better results they produce. Working remotely could also increase commitment to the company.
Some benefits to employers are the overhead costs savings such as rent and office furniture. This can be the case even if the entire team is not working remotely, or if they work at the office on a rotational basis.
Remote work is also better for the environment as it reduces your carbon footprint when fewer employees commute. Your company’s impact on the planet can also be a strategy to help attract more business as consumers are showing they are willing to pay more for goods and services from companies who are committed to working responsibly with shared resources.
Managing effectively
It can be daunting for managers to allow their teams to work remotely and it is easy to have the perception that employees must be physically present for productivity to take place. Some managers however have good tactics for managing employees they rarely see, and we can learn from them. It can be very rewarding to both employees and managers when there is a trusting relationship and managers believe that their team can and will be dedicated and diligent at performing their work, even if it does not happen in an office building where the manager can physically see them doing the work.
One way of establishing a trusting and accountable relationship, while still giving remote employees a sense of independence, is by implementing continuous and meaningful communication. Managers need to be intentional and more deliberate about when and how they communicate with their remote working employees. This does not necessarily have to be daily 30-minute “check-in” conversations, but it needs to be consistent and structured, with a dedicated time to connect – whether through phone calls, email, messaging, or videoconferencing.
As with any relationship, trust is often built by knowing the other person. The same applies when it comes to managers of remote workers. It isimportant to get to know your employees as people and to care for them as individuals. Knowing your employees forms the foundation for a long-lasting healthy working relationship, where both parties can feel comfortable to share their frustrations and accomplishments.
Remote workers have a need to feel part of a larger team and managers can help fulfil this need by creating a virtual community. This can help remote employees to feel connected to their teams and the organisation, especially if they rarely or never meet in person. Successful managers of remote workers can successfully re-create the office culture and cultivate a social environment through effective use of technology.
Do not underestimate the immense powerof face-to-face team meetings. There is an understated power in sharing a meal, exchanging jokes and stories, and connecting in the same physical space. Most of us probably have new appreciation for the value of the physical interaction with colleagues after being in lockdown and will look differently at our next team meeting. Remember that safety procedures are still very important for any physical meetings while the Covid-19 pandemic is ongoing. If your budget, schedule and lockdown restrictions allow, aim for remote workers to join at least one or two meetings per quarter.
Make sure to recognise and praise good work. Both the employee and the manager need to be intentional about sharing and connecting about work they are proud of, as remote work provides limited natural opportunities for managers to see and praise good work.
Talk to remote workers about their career goals and personal growth. Sometimes growth can take the form of expanded responsibilities or more challenging assignments and it will fulfil the employees’ career and growth goals without necessarily having to look at promotion. Companies can also provide exposure to a variety of different projects that may be outside of an employee’s area of expertise or assigned responsibilities. This allows for upskilling and cross-functional learning and can easily be facilitated by employees joining in relevant sessions with their colleagues through remote communication channels.
Suggestions to promote a healthy and productive remote working culture
- Remote workers often report that they feel isolated or even lonely. Some of the indicators that remote workers are feeling isolated is that they miss deadlines or produce sub-standard work, stop offering input, call in sick or change their schedules, don’t interact with colleagues, miss meetings and show a lack of interest in career development. Managers should look out for these indicators of workplace isolation and take steps to combat them.
- Create a space for the team to outline your goals and values – make these available in a shared space and have regular check-in meetings to track performance based on team values.
- Lead by example when it comes to healthy, flexible working arrangements. Employees will follow the manager’s lead so make sure it is a good example you set. You want to be the manager who is seen going the extra mile, but also show your ability to leave early when you have a road trip planned for the weekend.
- Be considerate about each team member’s personal circumstances and try to work around them and accommodate the workers as much as possible (without compromising on productivity or quality of work). It should be a give and take relationship from both ends. For instance, keep time-zones in mind if you have remote workers who will be affected by this.
- Build relationships and strengthen team collaboration by making time for chitchat. Create time to focus on personal stuff, like asking about their upcoming holiday or what they were up to over the weekend.
- Re-create the benefits of in-office culture, like remembering birthdays or by ordering coffee or food for remote employees who are in meetings, to help them feel included and connected to the team.
Evalex solutions for remote working team
By the looks of it, remote working may be around to stay so consider investing in your team for the long term. Take advantage of the online assessment solutions we offer to recruit the right people into your remote working team. Our solutions enable online development so it is ideal during this tumultuous time of forced remote working. We offer the Evalex20 psychometric assessment tool, which will assist you in identifying inhibitors that may impact your remote workers’ productivity. Also consider using our 360 Questionnaire, which will assist you in defining and measuring the type of culture you are looking for. And the good news is that all of this can be done remotely.