Simplify The Way You Manage Remote Teams

Cornell employee surveys have shown a primary factor impacting employee intention to leave is whether or not there is a trusting relationship between a manager and their employees. And employees have indicated that trust in their leader starts with their leader demonstrating trust in them. Keep in mind that even under the best output style of management, employees are navigating many stressors and distractions that can make accomplishing work difficult. Consider what projects may be most appropriate given the focus and timing required and speak openly with employees about their ability to complete them. Despite these benefits, there are also some potential downsides of telework.

When you’re in an office, it’s easy to give a shout-out and recognize the hard work that a team member does. But if your team is scattered around the country, or even operating out of different time zones, it can be difficult to find the appropriate time to do so. However, finding a way to acknowledge a job well done is important. According to a Buffer survey, 20% of remote workers go through a heightened sense of loneliness, and another 20% find it difficult to collaborate and communicate.

If this is not taken into account, managers may find themselves with employees who would be great in the co-location environment, but struggle in a remote setting. Organizations can help to streamline the process of managing remote workforces, as well as being useful on an individual basis. Establishing a set space where you work, whether at home or in a co-working space, can also help to increase efficiency and productivity whilst working remotely. Working in the same place each day, alongside having set working hours can help keep you focused. For example, Richard, Happeo’s SEM Manager, works remotely out of Barcelona, Spain.

Assess Existing Communication Guidelines

Remote employees don’t have the opportunity to interact with you informally in the same building so that you can give them both formal and informal feedback. While it is vital to treat everyone in your remote team equally, you should make the effort to recognize high performance and those who live by your company values. It’s also important to create structure within meetings themselves, to keep them efficient and to the point. An example is the EPIC structure, which stands for energy, purpose, insights, and connection. This keeps team members focused and purpose-driven to assist with productivity during meetings. When people are heading into the office daily there are clear boundaries between work life and home life.

Learn what workplace friendships mean for productivity and company… Several recent surveys have examined how employees’ daily commutes… Hiring can be a big challenge for business owners, especially when your pool of potential candidates is limited by your location and hours of operation. Remote work removes some of those limitations, so business owners have a wider pool of candidates to consider. Start with this Trello template for a team knowledge base, or resource center. You can create one board to house all your important team information, FAQ, schedules, major project due dates, and more.

Thus, it works effectively when your remote teams work in different time zones. Since the onset of the pandemic, remote teams have gained passionate momentum. The threat of falling sick has prompted 79% of employees to avoid coming to the office fearing catching the virus. It can be difficult enough Managing a Remote Team to track office-based performance, but in a remote or hybrid makes it that bit harder to stay in touch. It can become extremely difficult to keep work visible—knowing what specific people are working on, how long tasks are taking them, what they’re prioritizing and how engaged they feel.

Managing remote teams entails being the chief liaison between your employees and a well-done finished project. The primary reason you’d want to invest in project tracking software is for remote collaboration. You want to give remote teams every resource you can to optimize their workflow. Managing remote teams will look a little different for each company depending on your specific business goals and the people you choose to employ.

Managing a Remote Team

If they feel like they’re under too much pressure and be prepared to adjust work to make things easier for them. If your team members are working remotely, then often they don’t have access to the same tool kits they would in their normal work environment. What tools they need will vary according to your industry and their responsibilities. Face-to-face video conferencing is a great way to retain non-verbal comms. If your team is particularly large, consider breaking it down into sections for the regular calls.Be mindful that video fatigue exists, and you may need to allow for camera downtime. In fact, our research found that 82.9% believe that not all video meetings require video.

Serve As A Mentor For Your Team

Unless managers make extra efforts to connect and engage in dialogue with their hybrid team, remote workers can quickly grow unproductive. However, if managers employ the above skills they stand a good chance of fostering collaboration, commitment, and cohesion. Plus, it doesn’t help that you are now supposed to deal with a lot of new virtual tools, communication methods, and remote work policies. Learn their personalities, working styles and communication preferences. Engage in remote team-building activities or virtual social gatherings to build rapport and understand who your employees are on a deeper level. Find out how you can adapt your management style to best support each individual employee.

  • With Fyle, employees track and submit business expenses from everyday apps like Slack, G-Suite, and Office 365 with a click.
  • It can be easy to ignore interpersonal correspondence and work on an island by yourself as a remote team.
  • More and more employers offer remote opportunities to reduce real estate costs and attract top talent.
  • The first step towards preventing burnout is to make sure your team can handle the current workload..
  • Really, every work-related interaction should supply as much detail as possible.
  • We use it to ask questions, share information, connect with one another about work or common interests.
  • In many cases, this has resulted in increased team morale and longer tenure from valued personnel.

A disjointed experience means that remote employees might not feel connected to the company’s mission or vision, impacting their quality of work. Next, find the right collaboration tools to communicate with each team member. These tools include chat applications, project management tools, video call software, and screen sharing applications. Pick which communication tools work best with your in-house and remote staff.

What Are The Disadvantages Of Remote Work?

Instead of having one employee work on one project on their own, determine ways to make remote workers accomplish projects in small teams. Platforms with bad user experiences often have high turnover rates because employees end up confused or frustrated about the systems they have to use every day. When remote workers don’t feel bogged down by the tool, they can spend more time producing quality work – better for your business. Whether an employee met a certain goal or celebrated a work anniversary, this recognition allows people to participate in company culture and become an official part of the team.

If your team can’t get together in a physical workspace, implement fun games and exercises that they can all participate in. It helps them retain a feeling of team and is also great for morale. Sign up to our weekly newsletter and receive a FREE Template & Sample to help you welcome new employees to your organization. This may not always be possible, but you could travel to regions where your employees live or organize summits where everybody gets together in the same place.

There are going to be days where you don’t feel like you can create a sense of confidence in your team. Be aware of this and consider if you are in the right mindset for the meetings that are on your calendar or if they can be rescheduled. Although many employees value the autonomy that often comes with remote work, others prefer extra guidance and the company of others. Indeed, sometimes working from home is too isolating for remote employees, particularly for those who live alone.

We’re fortunate that technology has given us the means for many jobs to be performed away from a central office location. Internet connectivity, mobile devices and collaborative applications have become more sophisticated. As someone tasked with managing remote teams, you probably understand the need for breaks as working long hours can be stressful. 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. If a manager communicates stress and helplessness, this will have what Daniel Goleman calls a “trickle-down” effect on employees.

Similarly boundaries need to be set around working hours and methods of communication. If you are at an office or shared network, you can ask the network administrator to run a scan across the network looking for misconfigured or infected devices. If you are on a personal connection, like at home, you can run an anti-virus scan on your device to make sure it is not infected with malware.

Yost echoes the importance of regular check-ins to review priorities, brainstorm, reprioritize, and/ or update your team. Since managing remote teams is challenging, you can take online courses to sustain your guidelines. For example, you can understand how to build an online presence, use software, or train your employees using the tutorials. Thus, this article is for you if you plan to revise your organizational remote team guidelines. While being part of a remote team sounds innovative and empowering, the reality is managing remote teams to keep them coordinated and on-task can prove to be tough.

No 4: Trust Your Employees

If you’re not getting the responsiveness you desire, consider requiring acknowledgments for group announcements. Performance Feedback New Create a culture of feedback and continuous improvement. Social Questions Build team trust and rapport for remote + growing teams. Icebreakers Onboard new hires with non-cheesy, insightful questions. Integrations Connect KYT directly to the tools your team already uses. Shout-outs Give employee recognition in a meaningful, authentic way.

Managing a Remote Team

Start making these improvements for managing a remote team today, and let us know if you saw a difference in morale and productivity in your workplace. Make sure you allow for a certain degree of flexibility in structuring your operations. For instance, when managing a remote team, it’s not always best to try to control every little thing your employees do. Remote workers experience burnout just the same as any other employee. Be sure to avoid overloading your team with tasks, and check in with them periodically to see how they’re handling their workloads. As such, you can’t underestimate the vitality of regular, ongoing communication between managers and employees and among employees in general.

However, it seems that healthcare and insurance are a big pain for people hiring nomads and remote workers. SafetyWing helps you with this issue by providing all kinds of medical and travel insurance for your employees. Depending on your budget, you can provide funds for better internet connection and more suitable equipment to your remote employees. 77% of remote workers reported they became more productive since they started working out of office.

Powerful Team Collaboration Features

Those who endeavor to manage remote teams should warn their employees to have appropriate childcare in place as well as an optimal workspace that is advantageous to their productivity. Businesses can automate tasks to make managing remote teams easier for you. That said, there are basic guidelines for managing any remote team. Nowadays, more and more companies choose to have remote or virtual teams spread across the globe, rather than having all employees work from a single location. Some companies value the freedom and flexibility that comes with remote work while some appreciate the opportunity to work with talented professionals unrestricted by geographical boundaries. Others choose to work with remote teams as it can bring significant savings to the labour budget of a company.

Tips To Manage Remote Teams Effectively

Whilst those with particularly complex jobs that need little interaction with stakeholders are far more productive than if they were in the office. This may be once or a few times a week, or a certain number of days per month. The COVID-19 pandemic has fast-tracked many companies’ route to working remotely and remote work software, with many experiencing working from home for the first time. Prior to this, 2019 statistics show that only 5% of employed people in the EU between worked from home.

This technique empowers all your online teams, which increases organizational trust, empathy, and overall productivity. Indeed, training your team leaders is one of the best ways to manage your remote teams effectively. If you want to manage your remote teams effectively, you must train the emotional intelligence of your team leaders. A great team leader should possess qualities such as empowering team members, creating a friendly environment and showing productivity.

Whether you are new to remote work or quite familiar with the concept, knowing how to manage remote teams should be one of your main priorities. Given the lack of visibility in a remote environment, improve your monitoring techniques and relationships with direct reports. Use simple pulse surveys to ask specific questions or track output to collect data and find areas for recognition. Managers may be concerned and even frustrated about losing the constant visibility of their employees they once had, but don’t respond by micromanaging. Don’t fixate on perceived performance problems; lean on established performance management systems if need be. Two-way dialogue between managers and employees ensures that communication efforts help, rather than hurt, engagement.

Similarly important is an online document management system or digital organization tool to gather all the team’s work. The job title of manager is reserved for those who can lead and/or guide the teams they manage to do their best work, and efficiently at that. And though remote schedules may be a bit more flexible, you should check-in with your employees about the status of your project. These exercises will fuel better communication and collaboration overall.

Our easy online application is free, and no special documentation is required. All applicants must be at least 18 years of age, proficient in English, and committed to learning and engaging with fellow participants throughout the program. Take time zone differences into account, and strive to be aware of important holidays and days of observance. When overseeing a global, dispersed team, it’s critical to be cognizant of cultural differences and facilitate an inclusive environment. To instill purpose among your employees, provide concrete examples of how their collective efforts advance important organizational objectives. When doing so, employ the principles of the “Commander’s Intent,” a concept that’s detailed in Management Essentials and serves as a means of unifying individuals around a goal.