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We are in it now, folks. Many office-based businesses can maintain performance and hit key deliverables via remote working. The onus is now on managers to learn new team management strategies for how to most effectively manage a remote team.
In the wake of the global pandemic, when SMBs are in full crisis management mode, many people fortunate enough to maintain their employment will be working from home. Managing remote teams requires a different skill set than managing direct reports in an office setting.
Continue reading to learn some tips and tactics for supervising remote employees. You’ll learn how to use project management software and other remote team management tools to improve work performance.
Managers need a strategy and a certain skill set to manage remote workers. There are plenty of project management tools that can help, but supervising virtual teams requires a fundamental shift in your team’s vision statement, work reports, and general approach.
You’ll need to establish a sense of trust when managing people remotely that balances holding employees accountable and being understanding.
Here are 8 tips for managing virtual employees and adopting new communication strategies.
The most important thing you can do when you remotely manage a team is to establish shared expectations with everyone involved. These expectations encompass everything from virtual work hours to project scheduling and adjustments to production timeline charts.
Let your team know how you plan to manage them from afar. For example, random video calls may be quite jarring if employees aren’t expecting them.
Setting expectations is likely best done through one mass call and reinforced through one-on-one conversations or small group outreach. You can discuss nuanced expectations for various members of your team during that one-on-one time, which will be critical if you manage a cross-functional team.
Assign a few team members to help you document any necessary changes to your typical project management steps. Share these documented changes to project management processes and other core functions so employees can easily reference them.
Think of these process documents as living things that may evolve over time as your team settles into remote work.
Setting expectations seems like a no-brainer, but how you communicate these expectations has a lot to do with how your team will respond and adhere to them. Here are a few tips to set and properly communicate your expectations when you remotely manage a team.
This may be a no-brainer if you have a smaller team, but it’s critical to provide one-on-one face time with all of your team members. Hopefully your team doesn’t need constant supervision, but it’s important for everyone to know they can reach out for one-on-one support if needed.
It’s also important for you as a manager to provide a way for employees to discuss any issues they aren’t comfortable discussing in group settings.
Consider setting up a short one-on-one meeting (10 or 15 minutes) once or twice a week with everyone on your team. Be sure your team knows you’re available outside of that time, too, if anything comes up.
You don’t want to be intrusive or inefficient with unnecessary daily meetings, so it may take some trial and error to figure out the frequency of communication that works for you and your team as you learn how to remotely manage them.
Here are a couple of tips for ensuring everyone on your team is being heard and getting the necessary face time with their manager while working remotely.
In addition to weekly one-on-ones, it’s critical to bring your entire remote team together virtually at least once a week. You probably already have weekly or daily team meetings, and that shouldn’t change during remote working.
These meetings should remain professional and productive, but leave some room for humor and empathy to seep in. There’s nothing wrong with a dog barking or an occasional child running through the room.
Let your weekly meetings serve their professional purpose as well as humanize the work and the messaging avatars that have taken the place of in-person chats.
Here are a few tips for having successful weekly meetings with your remote team.
A crucial expectation you’ll need to set for your remote team is which communication channels to use. Hopefully, you already have some remote communication tools in place.
If not, you’ll want to adopt a video conference platform as well as an easy-to-use messaging tool. Be sure to clearly communicate which platforms you expect your team to use to ensure everyone is on the same page.
Along with choosing and becoming proficient with the actual platforms, you also need to set precedents for which channels are appropriate for which types of communications.
Do you want to limit video calls for your sake and the sake of your team? If so, establish messaging and email as the preferred channels for most everyday communication needs.
There are tons of communication platforms you can adopt for your team. Here are some tips for designating your preferred communication channels.
Busywork does not benefit anyone, especially remote workers. It may be tempting to monitor when folks on your team are logged in and doing their work, but part of learning to remotely manage means understanding that outcomes should speak for themselves.
Trust that you and your talent management teams have put together a skilled (and responsible) group of people.
This applies outside of remote work, but it’s especially critical for managing a remote team. People have different habits and habitats that may be more conducive to productivity before dawn or during midnight hours.
As long as the work is good and outcomes are being met, there’s no reason to stipulate how work must be completed.
While the journey may be the destination in some instances, the destination for your remote team is their endwork. Let the work they’re doing speak for itself rather than obsessing over how they get the work done. Here are a couple of tips to help.
Learning to remotely manage a team requires at least an acknowledgement that distractions while working from home will be far more prevalent than in an office setting. Twitter, Netflix, dogs, children, and the lull of the couch don’t simply cease to exist when we work remotely. Distractions are bound to happen throughout the day.
What’s critical is that you, as a manager, sign off on the every-now-and-then distraction. Show your team that you’re fine with the occasional jaunt on Twitter or a bit of playtime with the dog. These distractions are healthy and inevitable, so fighting them is futile.
Distractions are going to happen. Here are a few tips to make sure you and your team don’t feel guilty about the occasional loss of focus.
Remote working consists of a give and take between the work and the outside world. Outside of meetings and required “office hours,” encourage your team to work from the park or take a free afternoon to bake bread. Instilling a sense of independence in your team is a critical part of learning to remotely manage employees.
Your team needs to understand they have their own agency to balance their workloads with their personal life and hobbies. Help them discover, cultivate, and improve their work-life balance by instilling a sense of independence in them.
Lead by example by blocking time on your calendar for yourself and your own activities. Create a shared experience multiple team members can participate in. Such independence is a valuable thing for a successful remote team.
Cultivating a sense of independence in your remote team isn’t as easy as saying “be independent.” Here are a couple of tips you can use.
Learning to remotely manage a team will have its inevitable growing pains. Project planning might have to take a new form. Group meetings will feel different. Celebrating wins can become difficult.
But through all of the growing pains, the best thing you can do as a manager is to practice empathy and have some patience and compassion in your actions and communications.
Keep in mind that some people will adjust better to remote work than others. Some folks need the social interactions that come from being in an office with a team of colleagues. Be sure to dedicate some time to ensuring everyone is doing well in their remote work.
Here are a few ways you can solve the problems you can solve as well as help team members cope with things that can’t be fixed.
There are very real professional and personal benefits unlocked by remote work. Identify the benefits you can find with working remotely and help your team members do the same. Whether you are new to remote work or have been at it for a while, everyone will respond to it differently.
Creating a productive workplace that caters to various individual needs requires quite the balancing act. The eight tips we’ve listed above should help you effectively manage a remote team to maintain performance outputs while also enjoying all of the benefits that come with working remotely.
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