5 Tips For Managing Remote Teams
COVID-19 has forced businesses and teams to change overnight. Entire offices and companies adopted remote work while simultaneously rushing to fill technology gaps. Not long after, we all learned that this would be the new normal for the foreseeable future. So how has it affected businesses and employees?
of businesses said that implementing flexible work locations made their company more productive (Source)
85%
of people said they would like the option to work remotely for the rest of their careers (Source)
98%
of CFOs expect to move previously on-site employees remote post-COVID19 (Source)
74%
Both companies and employees can benefit from flexible work locations. So the reality is, remote work is here to stay.
Managing remote teams is a specific skill set, the value of which will far outlast the pandemic. We have been helping companies design, staff, and work with remote workforces for over a decade. We’ve seen what works (and what doesn’t work) in this structure. Below are our 5 tips to help managers succeed in leading remotely:
Have a daily check-in
Schedule reoccurring one-on-one video calls with a structured format. This allows you to get concise updates on your team’s work and answers to your follow up questions. It also gives your employees a dedicated time to express any concerns and receive the managerial support they need. It’s important during this time to be an active listener and probe for how employees are doing, as remote employees may be less likely to express concerns.
While slack, email, and phone calls are still great for communication, you build better rapport with employees when you reserve time for them and use a medium that allows for nonverbal communication cues. This first simple practice is a fundamental for successful remote teams.
Set best practices for collaboration technology
Avoid the dreaded bumbling around “Should I give you a slack call or start a zoom?” that weighs down collaboration by setting best practices of when to use what. This isn’t to say you should avoid exploring new technology. Rather the focus here is streamlining decisions to make planned and impromptu communication seamless. It will also help reduce the conference-call fatigue that has spiked during this pandemic.
For creative and design teams who are used to high levels of in-person collaboration, this is a big challenge right now. Remember that the creative process doesn’t recognize walls or whiteboards. Creativity comes from people. Overcome these change and even improve processes by embracing collaborative visual apps such as Google’s Jamboard, InVision or Mural.
Equip employees with personal video call URLs, an easy messaging platform (i.e. slack, Microsoft Teams), and document collaboration tools. There might be a small learning curve at the beginning , but you’ll quickly see that setting up these practices can make remote collaboration even more effective and efficient than previous in-person meetings.
Be clear and transparent with expectations
Setting clear success metrics and expectation is even more important when working remotely, as studies have shown remote employees are less likely to feel clarity with priorities and goals set by their managers. Remote employees need to manage their time effectively without you breathing over their shoulder, and without them breathing over yours. Focus on outcomes and ensure you have productivity measures and KPIs in place to do this effectively.
By clearly outlining expectations and goals employees are able to move beyond tactical task-completion and towards independently prioritizing their time based on outcomes that align with the companies’ objectives. We’re witnessing an incredible shift in how performance is being measured and how manager are leading remote teams. This contributes to increased productivity and higher job satisfaction.
Don’t Forget About Career Development
With all of the change businesses are experiencing, it’s easy to put career development on the back burner. But while the pandemic has created a recent spike in retention, employees have realized that this is the new normal and won’t put their careers on pause for much longer.
Upcoming role openings, bonuses and business expansions are facing new levels of uncertainty. Be as open as you can about opportunities while continuing to develop your team through training, online courses, and guidance. Acknowledge and celebrate successes over shared communication channels and provide ongoing feedback.
Don’t lose top performs to neglect. If employees know that you’re actively looking out for their development, they’ll be much more likely to hold on for the opportunity to grow with you.
Plan remote social activities
Loneliness is the number one complaint from remote workers. Socializing is core to mental health, work satisfaction, and employee motivation. And while the one-on-ones you have help build your relationships, it’s important for your team to get to know each other.
Gone (temporarily at least) are the days where you could shimmy over to the nearest bar or work kitchen for a canteen and ping pong tournament. You have to be a lot more deliberate in planning social activities. Whether it’s a no-shop-talk drink hour on zoom, a trivia night, or a virtual office fitness challenge, make the time to create an inclusive and rewarding environment.
Managing remote teams is not all about finding alternatives paths towards the same type of leadership. Effective remote leadership relies on building new levels of trust between you and your teams and having a focus on outcomes. Embrace new technology to both replace and enhance traditional collaboration. We’re confident you can turn this new challenge into an opportunity to show your ability to adapt and lead through change.
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