13 Tips For Leading And Managing Remote Teams

This gives your team members the chance to address any issues they might be afraid to bring up in group meetings, or don’t want to discuss via email for fear of being misunderstood. If you’re just moving to a remote model for the first time, or even if it is an ongoing process, gathering feedback is essential to make sure that it’s working well for your team. 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.

Managing Remote Teams

Managing Remote Teams gives you practical advice on how to build a culture that embraces remote workers and delivers bottomline results for your business. After taking this course, you’ll be able to quickly apply remote-team best practices to your existing workforce, or begin building your remote workforce from scratch. 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.

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 Managing Remote Teams to maintain performance outputs while also enjoying all of the benefits that come with working remotely. Remote working consists of a give and take between the work and the outside world.

Drive Stronger Performance On Your Mission

In many cases, the union must approve proposed scheduling changes before they can occur. A general best practice is to seek advice from Workforce Policy and Labor Relations if you have questions about your bargaining unit employees. Use this time to understand how they are doing, discuss workload, goals, and deliverables, and remind them of self-care. Define the scope, deadlines, and deliverables for each task or project your team is working on.

Managing Remote Teams

If you have a good friend at another non-competing company that specializes in graphic design, consider asking him to do a 30-minute presentation to your team. Employees will feel more comfortable talking with you if they feel like you’re a champion in their corner . Assist where you can, and ask the hard questions to get them to break out of their https://globalcloudteam.com/ pandemic bubble and open up. Most recently she was a senior contributor at Forbes covering the intersection of money and technology before joining business.com. Donna has carved out a name for herself in the finance and small business markets, writing hundreds of business articles offering advice, insightful analysis, and groundbreaking coverage.

Benefits Of Remote Project Management

This is a fun conversation starter, as well as a time zone indication for team members. Executives, directors, managers, and others tasked with making important decisions for their organizations. 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.

At the end of the day, you want to be productive and efficient without giving your team technology overload. Managing any team, remote or traditional, starts with setting clear expectations. While each person might have individual responsibilities based on their role, the entire team needs a set of guidelines that help them stay on the same page. How to manage a remote team in this regard is to advocate for mental health days — workdays you set aside to help improve your employees’ psychological wellbeing. Regardless of the physical distance between your employees, social interaction is an effective method to manage a remote team. To manage a remote team successfully, have your employees use the same tools.

  • Others choose to work with remote teams as it can bring significant savings to the labour budget of a company.
  • Just like you’d have lunch, chat by the watercooler, or go out for special team-building activities in an office, all of these things can be replicated in a digital space.
  • And if you want to limit the use of random video calls, you can establish email and online chat as the main communication channels for your team.
  • This is one of the most common mistakes that managers of either remote or on-site teams make.
  • Creating social norms together around vulnerability and sharing personal feelings can go a long way in emphasizing the importance of emotional intelligence in your distributed team.

Most companies have a dedicated in-house technical team to solve any technical challenges that employees meet. However, remote teams may be spread out so they will need a special arrangement with regards to dealing with technical challenges. One of the significant benefits of remote work is that it allows your employees to work anywhere in the world, as long as they have the required tools.

If you think effective onboarding is tough when peeps are co-located, it’s even more of a challenge in a remote environment. As a manager, before you can hope to determine what is expected of others within a changing environment, you will need to start by looking at what is expected of you. The fact that employees are part of your team means that you trust them. If there are employees that you do not trust, then it may mean that your hiring systems need to be improved. As a remote-first company before the pandemic, we draw from our personal experiences as well those from our community and wider research.

Thankfully, this unanticipated shift has transformed remote and hybrid work into a globally accepted “norm”. The impact of the Coronavirus has- almost overnight- transformed the way the modern workforce views acceptable workplaces. Whereas, not long ago, most businesses would view remote work as a detriment, it’s now consistently showing vastly improved productivity across the board. Make sure your team knows they can come to you with feedback surrounding the current remote work support they’re receiving. Managers can also arrange in-person retreats/events that allow employees to engage with each other in a casual setting. Leaders must recognize that communicating virtually will be very different from in-person , but whatever tools are used should be both effective and respectful of the team members using them.

Employees, whether they’re remote or on-site, are happier and more productive when they feel valued. Periodically hold virtual “face-to-face” meetings to build rapport. Decisions that affect the employee experience reflect your organizational culture. These decisions can leave employees, customers, investors and communities with a lasting impression of your organization’s reputation. Gallup data show that lack of development and career growth is the No. 1 reason employees leave a job. Let’s review the basic drivers of employee engagement through the lens of remote work.

Apply These Strategies When Supporting Geographically Dispersed Teams

These data emphasize the need for clear, purposeful and frequent contact with remote employees. Weave the three basics of communication — accuracy, openness and timeliness — into your remote employee management strategy. A hybrid office can empower employees to develop a better work-life balance, giving them control over their time management and wellbeing. Having the option to go into the office can help employees be more productive and feel more connected with their team and organization.

Particularly when English has become the language of doing business, as it has in much of the world, it may be tempting to assume common mindsets and values. This keeps teams on the same page as you are and helps motivate them. It doesn’t hurt to start each day with a standup meeting when the agenda is clearly stated for the upcoming workday. There are a lot of remote project management tools on the market.

Best Practices For Managing Remote Teams

For fully remote offices, encourage team members to pick up the phone or schedule short video calls to cut down on the back and forth. In a perfect world, new remote employees would train to use relevant remote technology and protocols six months before implementation. Typically, there are four main challenges supervisors and business owners encounter when managing a remote workforce. 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. It’s helpful, too, to be willing to experiment a little with technology and how meetings are conducted.

Managing Remote Teams

In other words, you want to ensure that each team member feels responsible for your group’s outcomes. Our experts have found that team members spread across multiple time zones often end up working long hours to accommodate each other’s schedules. These unrealistic schedules lead to low productivity and burnout. For example, what specific tasks or perspective do you expect each team member to contribute? Unlock unlimited access to our world-class, research-based leadership development content and solutions.

Set Clear Remote Work Productivity Standards

Keeping an open line of communication and removing communication barriers should be a priority. Workers can easily walk into their manager’s office to inquire about something if they work in the same location as the manager. On the other hand, your coworkers may not always know where you are when you’re working remotely. Managing a remote team requires a constant flow of communication. HR and team leaders face significant difficulty consistently developing two-way communication with distant personnel. This has put a fear of losing out on talented workers in the hearts of bosses and managers.

Some may love the autonomy of working remotely, but also feel out of the loop and isolated at the same time. Team leaders should establish norms and provide training for best practices such as meeting formats, use of technologies and communication, and decision-making. See more best practices for managing virtual teams and meetings. Security concerns are on the rise in tandem with remote work, and small business managers should take precautions to guard customer and company data. This password management tool is an easy way to store and use strong passwords.

„You shouldn’t have to be looking over your team’s shoulders while they’re in the office, so you shouldn’t have to do it when they’re remote, either,“ Pellman said. „Regular one-on-one check-ins help managers avoid micromanaging, while still enabling them to keep a pulse on employees and provide them with an opportunity to ensure feedback goes both ways.“ „When it comes to working with remote teams, the key is to allow flexible hours to maintain consistency,“ said certified business leadership coach Angela Civitella. „There will be questions; be accessible and provide clarity on priorities, milestones, performance goals and more. Outline each team member’s availability and ensure you can reach them when needed.“

The Challenges Of Managing Remote Teams

Identifying the issues experienced by virtual employees is critical to understanding the measures needed to achieve effective remote workforce management. Just like you’d have lunch, chat by the watercooler, or go out for special team-building activities in an office, all of these things can be replicated in a digital space. Getting your team comfortable with virtual socializing is one of the most important things you can do to help your remote team be successful. We all need connection, and your team will look to you for permission and inspiration here.

You want team members to know what they need to do and project managers must stay open to feedback from the team. Ready to learn the tips and tricks to manage remote teams the right way? Set up one-on-one weekly or monthly meetings with each virtual team member you manage. Jumping on Zoom calls with your employees for career talks is a great way to manage remote teams. Face-to-face connection is important, especially with remote employees.

As someone tasked with managing remote teams, you probably understand the need for breaks as working long hours can be stressful. Our levels of tolerance and adaptability vary, and you should consider these factors when managing remote teams. Download our free magazine, The Insperity guide to leadership and management.