Keeping teams engaged in a remote work setting can be challenging. Learn proven tips for managing remote teams that are as cohesive as they are productive, no matter where they are.
It doesn’t feel like it’s been two years since the majority of the workforce was catapulted into involuntary remote work, does it?
The unexpected transition to remote work at the onset of the pandemic was a challenge for remote workers and managers alike. But fast forward a couple of years, and remote work has become as ordinary as Amazon delivery.
From grueling commutes and cumbersome daycare costs to pets and babies competing for primetime lap real estate during work hours, the unforeseen transition was a culture shock for some and a welcome reprieve for others who relished spending more time at home with their families.
While many of us are still acclimating to the post-pandemic workforce, others are embracing this new normal, citing better work-life balance and more productivity. Whatever the case may be, unless you work for Elon Musk, hybrid work models are here to stay; which means managers must pivot to meet their teams where they are—literally. Learn to lead effectively in a hybrid or remote workforce with these proven management tips.
5 Tips for Managers of Remote Teams
1. Trust your team.
While some managers tend to micromanage or become overly anxious in a remote setting since they are physically unable to look over employees’ shoulders, managers would do well to trust their teams to handle their responsibilities. Honing in on your employees’ desire to do well instead of trying to regulate every detail is a sign of a strong leader. Because if your employees trust your leadership, they will let you know if they need additional support or might miss an upcoming deadline. And you will know because their work performance will either validate or expose their dedication and efforts.
In the Wall Street and New York Times #1 bestseller The Speed of Trust: The One Thing That Changes Everything, author Stephen M.R. Covey and Rebecca R. Merrill explain that there are high- and low-trust organizations: In high-trust organizations, employees are more motivated and loyal to the company. This is not the case in low-trust organizations. Further, high-trust organizations yield remarkable results like employees who have more energy, less stress, less likelihood of feeling burnout, more dedication to their tasks, and higher employee satisfaction. Trusting your team, especially in a remote work environment, is a no-brainer.
2. Communicate well.
When managing remote teams where employees might be thousands of miles away from one another, mastering the art of communication is a must. This is where leveraging the power of technology to communicate with your team in various ways can be beneficial. Modern business tools like Slack, Zoom, Google Hangouts, and more enable everything from seamless communication to streamlined project management in an organized and secure way.
3. Prioritize one-on-one time.
Allowing for regular check-ins with your employees in a recurring one-on-one meeting is integral for staying connected with your team. Be sure to focus on goal setting and personal development, eliminating anything that doesn’t bring value to the discussion. In other words, don’t meet just to meet—but have a clear, concise agenda that enables you to truly connect with and encourage the development of your team members.
Take it a step further: The pandemic caused many employees to suffer from feelings of isolation and loneliness. By taking a personal interest in your employees’ lives, remembering birthdays and anniversaries, asking about their favorite hobbies, or taking the time to ask about their families (i.e. “How was Susie’s first day of school?”), you can create an impactful connection that can bolster your remote team’s engagement and make them feel like a valuable part of the team, while showing how much you care.
4. Set clear expectations.
Keeping your team in sync hinges largely on the expectations you set for your team. Be clear and intentional in your communication from the start by establishing communication channels for the team, scheduled work hours, fixed meeting times, guidelines for problem-solving, and an open-door policy where your team knows how and when to contact you should they need real-time support.
In addition, ask clarifying questions and garner feedback from your team. Ask them how they feel most engaged and included. Set expectations and guidelines by asking things like, “What else do you need to meet next Friday’s deadline?” or “As you proceed with your part of the project, what will you tackle next?” It is essential that remote employees take ownership and show buy-in for the part they play on the team.
5. Make sure team meetings are valuable.
If remote work has taught us anything, it is that many meetings really could’ve been emails. Nothing accelerates burnout more than pointless meetings that don’t bring value to the team clogging up everyone’s calendars.
Ensure your team meetings are engaging and successful by shaving off agenda items that don’t serve your department and adding agenda items that provoke thoughtful
dialogue and inspiration.
Whether it’s “Share your favorite inspirational quote” or “What are your biggest pain points in your role right now?”
Your employees will feel seen, heard, and valued, and most importantly, they will know their wellbeing is top of mind to their leader, which motivates them to bring their A-game to work each day.
Level Up Your Remote Leadership Today
If you want to enhance your communication skills as a leader in the post-pandemic workforce or want to reach peak performance as a forward-thinking innovator in Corporate America today, ExecTrek™ can help.
Discover how to zero in on behaviors that can impact business and propel you forward. From communication and time management to decision-making and image optics, RC3 Partners provides transformational Executive Coaching and Leadership Development to leaders seeking their competitive edge. Contact us today to learn more.
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