Managing a remote team is not the same as managing an in-office team. Besides considering the basics and technology necessary to lead a proficient team in our Operating A Remote Workforce series, you need to consider how to sustain it. Different challenges can make remote work demanding. To sustain an efficient work environment, consider the company culture and what drives each individual to succeed. When organizations focus on their leadership and culture, remote environments can be just as dynamic and productive as an in-office environment.
Managing a Remote Team with Clear Deliverables
High-performing employees may experience a decline in job performance and engagement when they begin working remotely, especially in the absence of preparation and training. To avoid this, set specific goals and action plans that can be tracked and measured to engage your team. Communication and trust are key to creating a positive environment, especially with a remote workforce. Although this may feel like over-communication at first, checking in with team members via video call instead of email can create a greater sense of teamwork and trust. Moreover, take advantage of messaging software for quick conversations, reminders, and check-ins. It is also important to set clear expectations in writing. When employees understand how they or their project fit into the company, they will feel better connected to their team and organization.
Managing a Remote Team by Building Trust
Creating clear goals and open avenues of communication is the first step in establishing trust with your remote team. You should also create weekly work schedules, check-ins, and systems to indicate availability to further that sense of security and trust. Additionally, consider rewarding communication and keep in mind that some high-performing employees may have a hard time separating their work life and home life. By communicating an overtime policy and setting clear expectations, you can enhance employee trust and reduce the potential of them overworking or burning out.
Developing a Company Culture
Management and corporate culture go hand-in-hand. Besides being mindful of your employees and their hours, create opportunities for social time within the workday and voluntary opportunities outside of work. For example, this can be as simple as morning check-in, a monthly interactive team-building activity, or online meetups. Allotting time for conversation for your team can alleviate stress, add some levity throughout the day and offer meaningful support. Depending on your overall company culture, you can also consider events such as happy hour, collaborative video game breaks, or a book club. When managers think of themselves as serving or acting as support for their team, members will be more apt to reach out and seek mentorship from their managers.
With the right management and company culture, there can be many benefits to remote work environments – increased flexibility, reduction in commuting, increased productivity and performance, and less work-related stress. For more information, download our “Best Practices for Managing a Remote Workforce” white paper to nurture a successful remote workforce today! Contact us if you have any questions.