For some businesses, remote working isn’t a novel concept. The pandemic, on the other hand, has raised the demand for remote management, with practically everyone in the world being required to work from home. This has actually freed up many people away from the daily commute meaning they can move overseas or even work whilst travelling.
We’ve all realized the benefits of remote work to our personal life and general productivity during the last few months. With the obstacles that come with it, we’ve compiled the best practices we’ve learned from our clients, friends, and virtual assistant teams over months of learning to manage teams remotely.
Today’s business executives face a new set of obstacles, whether it’s organizing a team across different office locations or managing full-time remote workers. Did you know that 15% of remote staff supervisors have never been trained to do so?
Whether leading hybrid or totally remote teams, here are some strategies for an effective remote manager to solve these possible roadblocks.
Make the most of technology
Managers no longer have to worry about repeatedly bugging management for trip reimbursement or hours spent in airport lines thanks to today’s contemporary business solutions.
Slack is one such technology that will immediately provide value to any team or company. Slack is a robust cloud-based collaboration tool that includes everything from communication channels to budgeting and project management. More than just the ability to message coworkers is provided by the software’s organized and secure collaboration platform. Slack is a wonderful resource for leaders, from documenting crucial business decisions or project milestones to posting daily status updates and hosting shared data.
Hybrid teams also need to use video conferencing platforms like Zoom, Google Hangouts, or Webex to hold meetings or regular checks, as well as Loom to record updates and other sorts of asynchronous communications.
Invoice generators are online invoicing software that helps you craft professional invoices, send payment reminders, keep track of expenses, and log your work hours.
Pay stub generator generates pay stubs online in real time. This simple check stub maker online does calculations automatically and does not require any software.
Managers can have the same flexibility as their remote direct reports while still being able to keep up with their team’s day-to-day demands by hosting meetings, communicating, and staying connected across several locations.
Use 5-15 reports
The 5-15 report methodology, named for its capacity to be “read in five minutes, prepared in fifteen minutes,” is another weapon in the manager’s toolbox when it comes to remote work policies. Employees are expected to present a weekly overview of accomplishments, priorities, obstacles, or roadblocks, as well as lessons learned from their supervisor, in this report.
5-15 reports can help managers keep track of several employees in different locations, and they’re especially beneficial for managers who have to maintain track of multiple employees in different locations. Employees will be more introspective and focused on their task as a result of using this strategy. Set a Slack reminder for yourself or your team to do your 5-15s on Monday or Tuesday mornings.
Learn to trust your people
Some managers get overly concerned or anxious about their employees as a result of human psychology, and these feelings may be amplified when workers are absent from the workplace. Micromanaging or monitoring every aspect, on the other hand, is likely to engender resentment among direct reports.
The vast majority of employees are talented people looking for a career that will challenge them and allow them to contribute. A strong leader will focus on those desires rather than obsessing over every tiny detail.
Employers can save thousands of dollars per month by lowering office space and enhancing staff productivity or job satisfaction. 90% of employees who work remotely intend to do so permanently and are happier in general than those who do not.
Different people may have different demands, therefore allowing certain employees to work a split week in the office and at home could be a good option to a full-time remote job. Almost everyone on the team will welcome the ability to work remotely once every several months.
Create an atmosphere of openness
An effective remote manager must be able to communicate openly with employees at all levels at all times. Prior to any remote agreement, expectations for work performance, employee motivation,business policies, and communication should be established so that both sides have a clear understanding of each other. Workplace culture differs significantly between industries, firms, and workplace locations.
A manager in New York, for example, may have to deal with the culture shock of supervising a distant worker from the Midwest. Sick days, time off, and shorter business hours, such as “Summer Fridays,” should all be openly discussed in the workplace.
While some firms are adamant about such restrictions, a manager may want to be more lenient if a remote employee from a northern state loses Wi-Fi due to a blizzard, despite the fact that the Miami headquarters is a subtropical paradise. Mutual expectations should be clearly understood by both the boss and the employee.
Be receptive to suggestions
Employees should feel comfortable taking criticism from their supervisors in order to create a pleasant work atmosphere. A great manager must learn to both provide and take feedback from their direct subordinates in order to establish that environment.
While these management abilities are applicable to any company partnership, a remote work arrangement magnifies them. Because staying on the same page in these instances might be difficult, a manager who understands how to listen to his or her people is immensely savvy.
