Yet the most effective one-on-one calls aren’t just about monitoring productivity. They can also be powerful means of keeping remote employees motivated and engaged. Another important part of supporting remote workers is to show appreciation. 15Five offers virtual high-fives that people can hand out to shine a light on other team members. Everyone knows their responsibilities and what’s in the pipeline.
If my assistant has questions, she can message me using the in-app chat. This way, all information is easy-to-find and in one secure place. Successful companies have a strong company culture that makes employees feel like they are truly a part of a team. Often, it is easier to maintain a powerful organizational culture with the office, since they experience this environment directly. Being a remote manager requires many of the same skills that you may have acquired in-office; however, there are nuances to serving, leading, and guiding a remote team.
Build Detailed Standards For Remote Work Productivity
When creating this rhythm for remote employees working in different time zones, ensure that the burden of inconvenience does not fall on one member. Rotate meeting times so that the inconvenience of having a meeting either too late or too early in the day does not fall on one employee. For how to do this, check out tips for effectively onboarding remote employees. The challenges discussed above do not provide an exhaustive list.
FindTimewhich will let each remote team member choose the best times and days for a meeting. FindTime will then send out an aggregated list of the times that work for everyone, and allow the entire team to vote on one of those times. Managing virtual teams does not require developing new manager competencies. Instead, managers need to “dial up” competencies they already have and adjust their approaches. While team-based chatrooms are essential, leaders need to account for topical chatrooms. Creating a place where workers can discuss innovative ideas, company announcements, or a work project that involves multiple teams makes sense.
How To Conduct A Better Performance Review
The agile process, developed within the software community but now applied in several industries, can be useful when managing teleworkers. Many remote teams find the process helps nurture accountability while also helping managers monitor projects. An important aspect of successfully managing remote employees is to make all necessary tools easily accessible. To meet that need, leaders and teams may have to puzzle through what should be put in place to ease a telecommuting transition. Research on emotional intelligence and emotional contagion tells us that employees look to their managers for cues about how to react to sudden changes or crisis situations.
For instance, if you supply meals to your co-located employees, find a way to extend that benefit to your remote workers. If remote workers have flexible hours, find a way you can extend this benefit to co-located employees. A word to describe how you’re feeling and a number to gauge your energy levels out of 10.
When employees are co-located, it’s easier for the manager to see that an employee is overloaded. You may notice that the employee is not taking their lunch or is leaving late every day. If proper care is not taken, employees may end up getting overloaded.
Bigger tasks can especially benefit from this as it not only makes things easier but can also help you collect data for future planning. Use a good task management or project management system so everyone knows where they are and what they have to do. In a physical environment, relationships are more easily established and maintained, but some managers struggle to achieve this when staff are working from home. If you micromanage, these are issues you may not overcome without changing your own management style.
- Since you aren’t all working together in an office setting, you don’t have the opportunity to collaborate in person, check in at each others’ desks, or chat in the break room to stay up to date.
- We also have a free practical guide for working from home teams, and it covers everything from how to stay organized as a remote team to conducting remote interviews.
- As for the employees, upward communication allows them to express their opinions and concerns, which leads to better job satisfaction, more engagement, and a less stressful working environment.
- At first, business leaders, used to monitoring productivity based upon workers’ “desk time” and visible activity levels, may find a shift to remote work foreign and unwieldy.
- This can be as simple as taking 5 minutes at the beginning of your weekly team meetings to share about your weekends or scheduling virtual team breaks together to get to know each other.
- OK, this might sound redundant — to better manage a team, become a better manager — oh, really?
- Call #1 – Discuss the training material and how to customize it with organization-specific processes.
As each team member shares various skills, the team leader expects everyone to deliver refined work by reporting progress. Therefore, communication is crucial in maintaining a remote team. Instead, focus on your employees’ output – what they did well and accomplished, or what they missed or didn’t complete. In a remote work environment, you have to trust your people, because you simply can’t police them from afar. Without the ability to continuously monitor employees in a shared office space, they may find success by focusing more on what gets done and whether it meets well-defined quality standards.
In fact, Gallup’s State of the American Workplace report found that around 43% of workers in the United States work remotely. And as that number continues to grow, managers recognize that they must elevate engagement levels with employees they barely know or see; it’s a gigantic, challenging task. Especially if engagement and communication between the manager and employee is low, it will directly affect productivity levels. Gathering regular feedback from your employees is vital in monitoring if the remote team management guidelines work correctly. Feedback helps the organization determine weaknesses that require further adjustments. Moreover, this technique provides enough details on whether your management plan is working at all.
It can help to deal with personal issues if you can talk and listen to your peers. Set up online meeting groups that are only there to talk or let off steam. Have an agenda and a dress code (if that’s what’s usual for you).
Got More Remote Team Management Tips?
Team leaders should focus their relaunch in four key areas, and the place to start is to revisit the team’s sense of shared purpose. Take a peek at how these HP devices meet those needs and can significantly improve your remote team’s efficiency. Additionally, if you host meetings that a remote worker can’t attend, record those so they can catch up at a later time. Make sure your calendar is up to date, and mark dates on your calendar when you are not in the office or available. Let employees know when you will be in the remote employee’s area.
A culture survey can give you insights into what is working well and opportunities to improve so you can target your culture-building efforts strategically. There are also challenges to remote work that can impact culture. For example, distance and differing schedules can cause misalignment and miscommunication.
You need to know how to maintain employee engagement—no matter where they’re located. There are a few primary issues you may want to consider right at the start. Irina is a marketer and international keynote speaker based in Dublin, Ireland. She’s currently working at HubSpot, on a program called “Surround Sound”, where she is focused on building awareness for the company’s freemium products. Irina was also one of the Head Judges for the 2020 Global Search Awards and has been on the judging panel for the 2020 European Search Awards. Remote employees’ performance affects your overall business growth.
Each of the tips above fall into the category of simple but not easy. And you’ll be more equipped with the battle gear necessary for navigating the murky waters of change. Give your remote team a sense of responsibility and ownership for the work they do, and you will see improvements in how they work alone and together. Function, which allows you to check in on a specific team member or team members at any time to monitor their workload and progress. You can also block out what your team members are doing and focus on your own work by clicking on your name.
This presents a challenge for managers, who now have to drastically reexamine their practices to fit the employee demands. Understandably so, as this means that they have to take a long, hard look at themselves and how they’ve been doing things, and then to adapt their processes to new, remote-based, requirements. Thus, with the recent pandemic, businesses that were not yet considering remote work had to think fast on their feet and adapt to their new environment. It was easy enough to set employees up with equipment to work from home in a matter of days. However, effectively managing teams remotely became a whole new dynamic.
Often unavailability is because of personal reasons such as childcare or doctor appointments. By being advised, you will not try to reach them during those times. For example, if your team members have set work hours within a week, allow individual restructuring. This method will give them enough free time to feel like they don’t constantly work.
Priority Matrix is lightweight project management solution that increases visibility and accountability within teams. As a manager, you should give moral support and provide useful strategies for efficiently completing tasks. Use setbacks as teachable moments, and give praise where it’s due.
Digital Forms & Checklists
If a manager communicates stress and helplessness, this will have what Daniel Goleman calls a “trickle-down” effect on employees. With so many great tools and apps like Dialpad out there to make remote work easier, you’ll find that communication and management are as easy as if your team were in the office with you. From sharing work-related files to just having fun face-to-face interactions and regular phone calls, it is possible to retain many of the best parts of in-office work as a remote workers.
Today, rapid advances in communication and collaboration tech mean we don’t have to spend an hour or more each day in a group session explaining where we are in the process. Turn that function over to the shared-drive project management system outlined above. While monitoring the constant progress of your remote team, being sensitive to the risks of overworking is equally essential. As a business owner, you should always remind your team leaders not to assign too much workload to each staff. Shortened deadlines may build up unnecessary pressure on your employees, which may hinder them from submitting quality work outputs.
Preserving times in the work schedule for virtual lunches, coffee breaks, or happy hours with team members are crucial to establish during the relaunch. A relaunch ensures that every team member understands and buys into the clear and specific goals that the team has been mobilized to accomplish. It is an opportunity for each member to update the team’s shared purpose by offering input, asking questions, and responding to others based on their experience working together thus far. In the relaunch session, the team can discuss how business goals and strategy may have changed in light of the pandemic. Given the scope and the rate of change, the team needs to make sure everyone is on the same page about the most fundamental questions.
When employees are remote, it can be easy to feel disconnected or even invisible to the rest of the team or organization—especially if your workforce has a hybrid mix of in-office and at-home employees. That’s why it’s crucial to build employee recognition into your team culture. Since remote employees aren’t coming into your office, they won’t necessarily come equipped with all the tools they need to be successful.
Develop An Understanding Of Employee Workloads
If anything is unclear, they can hop over to our #new_hires channel where seasoned members are supporting remote workers that just started working full-time at The Remote Company. The fact is that leading remote teams looks different for each company—it all depends on the culture and remote work approach. There can be scenarios where managers feel they can’t fully trust remote workers. https://globalcloudteam.com/ Regardless of the physical distance between your employees, social interaction is an effective method to manage a remote team. We can’t overemphasize the importance of communication between managers and remote staff when learning how to manage a remote team. Just as in a traditional office workspace, managers are expected to keep workers up-to-date on staffing changes and policies.
They also need superior webcams and mics for easy communication and collaboration. Home schooling, deliveries, and other interruptions require clearer deadlines and targets, so remote teams can set up their own flexible schedules. This is even more important when employees are in different time zones. Based on what kind of company culture you want to inhabit, you need to be proactive in transferring that to your remote team. Download our free magazine, The Insperity guide to leadership and management. For instance, your travel budget may increase if remote workers in other states need to travel to the main office once a quarter or more.
How Remote Work Impacts Culture
To make things easier for yourself, let the employees be responsible for creating the standard operating procedures for their roles. One of the things that your remote team members will not be able to do with ease is to walk over to another Managing a Remote Team team member’s desk, or around your office, and ask how they should do something. An example of an area where you may want to involve employees is the method of communication they’d prefer, or to set core hours for working and collaborating.