Back to all posts
Common challenges
To begin, operators must grasp the reasons that might make remote work particularly difficult. When otherwise high-performing individuals begin working remotely, their job performance and engagement may suffer, especially if no preparation or training is provided.
Having said that, the majority of employees in many well-intentioned firms are already actively or passively disengaged. Consider how working remotely affects their level of involvement, performance, and connection to the purpose.
Challenges inherent in remote work include:
Lack of face-to-face supervisionLack of access to informationSocial isolationDistractions at homeEnhanced issues with already existing silos
From there, I have drawn from my own and the company's lessons to send you 13 extremely useful tips. Let's get started!
Standup daily
This may appear excessive, but for managers and teams new to remote work, it is critical. Managers that are effective in their remote leadership initiatives are increasingly adopting video conferencing to build engagement when email, phone, and texting were formerly sufficient. It also improves self-discipline and self-control. You can also use some tools that provide a daily standup, just like Slack!
Effective communication and remote communication tools
Most of us have been driven down a path of digital transformation that may take months, if not years, to implement in most firms. Tools like Zoom, Microsoft Teams, and others, which most of you already use regularly, provide easy platforms for addressing a wide range of concerns. I'll confess that it was a little unsettling at first, but once completely implemented, it's been a terrific method to assist engagement tactics. And only for getting things done!
Establish rules of engagement
In the military, we refer to them as ROE. As managers establish expectations for the optimal frequency, manner, and time of communication for their team, remote work becomes more productive and gratifying. "We utilize Google Meeting for daily check-in meetings, but Slack for emergencies," for example. Set expectations for when team members should contact their manager (maybe you) and when the manager should contact each team member. Also, ensure that colleagues are exchanging information as needed.
Focus on outcomes, not activities
This is widely recognized as an effective strategy for enhancing employee engagement and empowerment. Define your goals and intended outcomes clearly, then empower your workers (with the necessary training and resources) to design a creative and flawless execution strategy. Micromanaging individuals is significantly more challenging in a distant setting. Of course, you can combine it with a bonus or a fine!
Provide resources
No great battlefield leader would send his men into war without adequate training and resources. Maybe that's not quite accurate, but you get the idea. Many remote teams now require new computers, improved Internet, and high-advanced tools like headphones and cameras. This may imply reallocating already constrained funding to important tools.
Encourage remote social interactions
Many of you have heard of, or have even attended, milestone giveaways and team-building celebrations. Yet, while they may appear forced and dishonest, research (mainly based on the best practices of managers who have led remote teams for extended periods of time) demonstrates that this works. My advice is not to overdo it by forcing more Zoom or Google meetings, but to use planned meetings for non-work related talks and activities. Then, on occasion, organize a giveaway or a party!
Set goals and manage performance
To effectively manage a remote team, it is essential to establish clear goals and expectations for each team member. Regularly assess their performance and provide constructive feedback to ensure alignment with overall objectives. This helps create a sense of accountability and ensures that everyone is working towards the same targets.
Standardize the sales process
Standardize the sales process: Standardizing the sales process is crucial to managing a remote team. Implementing a consistent framework and providing the necessary tools and resources will enable team members to follow a streamlined approach, ensuring efficiency and cohesion. This not only improves collaboration but also enhances the customer experience by delivering a consistent and professional sales journey.
Organize regular group meetings
Organize regular group meetings: Regular group meetings are vital for a remote team to foster communication, collaboration, and alignment. Scheduling virtual meetings allows for open discussions, sharing updates, addressing challenges, and providing guidance. It helps team members feel connected, strengthens relationships, and promotes a sense of unity within the team.
Performance tracking and analysis
Performance tracking and analysis: Effective performance tracking and analysis play a significant role in managing a remote team. Utilize technology and relevant metrics to monitor individual and team performance. Analyze data to identify areas for improvement, recognize high-performing members, and make informed decisions. This data-driven approach allows managers to provide targeted support, allocate resources efficiently, and optimize overall team performance.
Support and encourage the team
Supporting and encouraging the team is critical for remote team management. Establish channels for open communication, provide continuous feedback, recognize achievements, and offer support when needed. Encourage a positive work culture that promotes collaboration, creativity, and personal development. Regular check-ins and team-building activities help foster a sense of camaraderie and motivate team members.
Balance between work and personal life
Balancing work and personal life is crucial for remote team members. Encourage flexible working hours that accommodate personal responsibilities and promote work-life balance. Encourage regular breaks, discourage overworking, and foster a supportive environment that values well-being. This helps prevent burnout, increases productivity, and fosters employee satisfaction and loyalty.
Adaptability and flexibility
Remote teams require adaptability and flexibility. Embrace new tools, encourage creative problem-solving, and be open to change. Remote work environments often present unique challenges, such as different time zones and communication barriers. A flexible mindset and the ability to adapt to evolving circumstances are essential for managing remote teams successfully. Each of the suggestions above is straightforward but not easy. They all demand time, attention, and consistency. But believe me, your staff will appreciate it. The organization will profit. And you'll be better prepared to navigate the turbulent waters of transition.
