When is the best time for their manager to be reached? If you want coworkers to be sharing information and updates as they go, make sure they know to do so. If you have staff working in different time zones, rotate meetings so that it’s not always the same employee who has to wake up super early or stay late to join. Have a timetable for when team meetings occur and how frequently they’ll happen.
Like I said previously, we make sure that everyone stays up to date as much as possible by sharing announcements after meetings. This means that at the end of each meeting we intentionally ask ourselves the question “what should the rest of the team know about what we discussed here? ” and information that should be shared is shared, so it doesn’t stay hidden by accident.
Remote workforce management is a method of employee monitoring that allows a business to manage remote employees and teams. Remote workforce management is a unique form of employee monitoring as it helps to handle the exclusive needs of remote employees. By collecting and analyzing remote worker user activity and using those insights to determine if your employees and teams are meeting critical productivity goals. This visibility is key to understanding the success or failures of your remote teams.
Hybrid & Remote Workforce Management Analyze work patterns & trends across teams. The majority of companies have weathered indefinite work-from-home for almost a year now. Productivity has thrived in the pandemic with 94% of employers reporting the same or higher productivity than before 2020. With the anniversary of COVID-19 and cases still on the rise, remote work is less of a temporary experiment and more of a strategy for the future. If you have to micromanage your staff, then there’s a bigger problem at play that needs addressing. Chances are you’ve already been forced to embrace digitization, whether you like it or not.
The short answer is lead with emotional intelligence. The best remote leaders add a human element across a virtual environment. Each of these remote manager challenges can be tackled with a bit of vulnerability and emotional literacy. If you’re dealing with a team member who doesn’t have the right work ethic or needs constant hand-holding, leading your remote team can become a struggle. Plus, one person’s negative behavior can have a negative knock-on effect on your entire team.
And make sure there’s regular training in place to upskill your team as and when they need it. You create a different set of structures and a new team rhythm. I’m Co-Founder of Salesflare, the simply powerful CRM for small businesses. I love growth, automating sales, and building beautiful products.
What Are The Challenges Of Remote Team Management?
Their work has been featured by Fortune, Yahoo, TechCrunch, Entrepreneur, Harvard Business School, Forbes, and more. They’ve spoken at remote work conferences like GitLab Commit 2021 and advised Fortune 10 companies on remote strategy.
I vividly remember working in a big corporate and even in an agency, often not knowing what the person sitting next to me would do the whole day, let alone the other people in the company. The announcements of the meeting are a short summary of the conclusions and status of the meeting for everyone who wasn’t involved. https://globalcloudteam.com/ These announcements are posted in Slack so the whole team stays up to date in an easy way, even without reading the full meeting document. But as Salesflare, a company that prides itself on clear and comprehensive communication both externally and internally, we certainly did have some serious issues to fix.
Discover Productivity Insights Of Remote Teams
One person is responsible for taking notes, the rest can follow this live on their screen and suggest corrections. Most meetings have an agenda which defines what will be discussed in and needs to be prepared for that meeting. For our feature meetings for instance, we have a fixed structure for the agenda and prep for each meeting. What we had never done however, was going remote with our team itself. This means that prior to COVID-19, we were already fully remote with our customers. And we had more than 5 years of experience working this way.
But it takes time to fully adopt and integrate this seamlessly into your business. There’s no commute – nobody enjoys sitting in traffic for two hours every day or having to rely on sketchy public transport. Expenses go down – you’ll save a small fortune on renting office space and kitting it out with furniture and supplies.
Be clear on which form of communication is appropriate at what time. For example, an instant message might be appropriate if something is urgent, whereas a team meeting might be more suitable if it’s relevant to the whole team. These are all important to consider if you hope to manage an effective remote working team. Turnover decreases – because remote work tends to improve job satisfaction, this means your employees are likely to stay with you longer, which can save you between $10,000 to $30,000 per employee. Productivity goes up – less time wasted on commuting and navigating office politics, which generally makes employees feel happier and more productive.
How To Help An Employee Overcome Burnout
While remote teams have figured out how to hit OKRs, creating a culture of open communication and psychological safety is a much harder target. A lack of body language and cross-the-room glances makes trust more important and more difficult than ever. With high-EQ, remote managers can lead with care and promote open communication. By framing feedback as learning, however, these conversations can drive the team’s greatest growth. The best remote teams acknowledge individual feedback styles and take care to share input at an appropriate time.
Understand work durations and trends for both remote and in-office employees. Just as teammates have preferences for feedback or learning, they also have different reactions to stress. Knowing whether to give space, lend an ear, or take action often starts with asking the person.
Ready To Move To Remote Working?
Face-to-face contact leads to random conversations and catch-ups between employees and helps foster relationships on a deeper level, which is beneficial for everyone’s wellbeing. Schedule enough one-to-one catch-ups where feedback is a two-way street, ensure expectations are communicated clearly, and that everyone is aware of important deadlines and goals. Some will have a private space to work; others will be sharing the kitchen table, while others will be overstaying their welcome at Starbucks. My point is, if you never really know what your team is dealing with or going through at any given time, there will inevitably be a misalignment when it comes to expectations.
As I’ve mentioned, regular team meetings with a clear agenda are essential, as are one-to-ones between employees and managers. But it’s equally important to facilitate your team bonding in a non-work-related way. Managing a virtual team is very different from managing a team in a fixed office environment.
- What we had never done however, was going remote with our team itself.
- As much fun and exciting as it is, I kept it for last here, because the platforms are just enablers for what you’re trying to achieve.
- If you don’t yet have a support team, then think about what steps you’ll need to take if an employee cannot complete their daily tasks due to tech issues.
- More importantly, managers constantly ask for feedback so channels are a two-way street.
- A year into forced work-from-home, it’s up to remote managers to maintain company culture and the key relationships between teammates for long-term remote success.
- Hybrid & Remote Workforce Management Analyze work patterns & trends across teams.
- The short answer is lead with emotional intelligence.
I help business owners eliminate the barriers to growth and take their company to the next level. When hiring new remote employees, traditional resumes and cover letters are unhelpful. What’s more important is that you figure out which qualities are most important for your business and find a way to let candidates show you if they align with your mission. As a business owner, you have to trust your team to do their jobs without constant supervision. Otherwise, you will never be able to focus on your own tasks and responsibilities. How often do you want your employees to check in with their manager?
Remote Manager Challenge #3
Extending meetings beyond this point hurts the attention levels and stops being productive. I’ll go into how we work together remotely at Salesflare, with a special focus on how to communicate internally to make everything run like clockwork. Easily integrate ActivTrak productivity data with your other software applications to get the deeper insights you need to boost productivity and efficiency in the workplace. Guidance and resources you need to create a culture that empowers employees to achieve big goals. Leverage data insights to understand remote employee collaboration habits and positive engagement. Leverage data insights to adjust remote employee work schedules to optimize productivity.
It’s only after we were forced into a remote setting that we understood how dysfunctional our communication had been by relying on these assumptions. Immediately see user and team productivity and availability status via an at-a-glance dashboard. Establish remote policies, measure their effectiveness, and make changes for on-going improvement.
Even after a year of work-from-home, remote managers still struggle to recreate the magic of office events and connection. Thankfully, practicing empathy can help you restructure virtual spaces into opportunities for relationship building. A virtual team will likely need speedier laptops, more capable WiFi, webcams, earphones, and maybe headsets.
Instead, the best managers helped their teammates prioritize their todos and left their DMs open in case they needed help. Send a survey around your team to see how everyone feels about the possibility of working remotely. Is there an overwhelming majority who are in favor of it? Listening to your employees and giving them a more flexible way of working will benefit them and your business in the long run.
Set actionable alerts when vulnerabilities are introduced like external hard drives, unapproved software, and risky websites. Identify usage of anomalous or unproductive apps and websites so you can address policy exceptions and compliance risks. Find correlations between efficiency and assigned work hours. They write regularly on emotional intelligence and people-first leadership.
This is important regardless of whether you’re working in an office or remotely. Positive encouragement can make the difference between a disengaged team and an invested one. If you already have an in-house IT team who deal with all technical problems, you’ll need to make sure they have new instructions on approaching technical challenges once everyone is out of the office.
With the fundamental principles of transparency, collaboration and informed insight. We’ve developed a powerful platform that focuses on the collection of contextual data, avoiding invasive employee monitoring technologies like keystroke logging and continuous screenshots. A year into forced work-from-home, it’s up to remote managers to maintain company culture and the key relationships between teammates for long-term remote success. These 21 tips cover only the tip of the iceberg when it comes to supporting your remote team. Tends to be built for in-office teams and adapted to try to accommodate remote or hybrid employees – often giving an incomplete picture. ActivTrak provides the data and visibility you need with contextual and actionable productivity insights, to ensure equality in performance management of your workforce.
If you don’t yet have a support team, then think about what steps you’ll need to take if an employee cannot complete their daily tasks due to tech issues. On top of that, Global Workplace Analytics states that surveys show a whopping 80% of employees want the opportunity to work from home at least some of the time. This Managing a Remote Team is what we’re doing currently, but we keep working on how we attack meetings to make sure that we spend our time with maximum efficiency. Our ability to create a lot of value in these meetings in little time is what makes us competitive towards bigger players with more resources, so it’s extremely important to us.
Proactively uncover gaps in procedure training and oversight of remote teams. ActivTrak provides managers of distributed teams with unique productivity and efficiency profiles to resolve operational disruptions early, and thus sustain employee engagement and foster team collaboration. ActivTrak delivers productivity insights for your remote workforce with valuable context so you have a complete picture of employee behavior and workflows regardless of location. Burnout has a variety of sources, but often the greatest help isn’t to help at all. By focusing on listening, really listening, managers can best support their teammates emotionally. For problems without a solution, showing empathy can be the best route.