A Guide On How To Manage A Remote Team

Use the Voting Power-Up to have everyone upvote which status they feel applies to the health area, from having shared mission to delivering value, and more. 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. I understand that the data I am submitting will be used to provide me with the above-described products and/or services and communications in connection therewith. But through all of the growing pains, the best thing you can do as a manager is to practice empathy and have some patience and compassion in your actions and communications. Let your weekly meetings serve their professional purpose as well as humanize the work and the messaging avatars that have taken the place of in-person chats.

To manage a remote team successfully, have your employees use the same tools. Don’t equip one team member with something different if they perform similar tasks to another employee. In response to the uncertainties presented by Covid-19, many companies and universities have asked their employees to work remotely. “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. “If you’re used to seeing your colleagues or customers every day, feelings of isolation can creep in remarkably quickly,” Sparrow said in a news release.

Managing a Remote Team

Hopefully, you’ve hired team members who are able to manage themselves while remote working, but regardless, everyone needs to know their roles and responsibilities. As recent events have shown, the benefit of remote project management is that it keeps the lights on. That is, many businesses were able to continue to stay in business thanks to project management tools that keep them working from home. Important as that is, though, there are other pros to remote project management.

Keep in mind that some people will adjust better to remote work than others. Some folks need the social interactions that come from being in an office with a team of colleagues. Be sure to dedicate some time to ensuring everyone is doing well in their remote work.

Host Daily Meetings For Ongoing Projects

We also have quarterly creative days, where people unplug, explore and share their findings with the team. Most people choose to visit a museum, which unintentionally turned our #creative_day channel into a virtual tour of art exhibitions worldwide. For starters, our team created fun Slack channels about food, music, books and what to watch on Netflix next.

Managing a Remote Team

CSU Learn has more than 75,000 online courses, books, videos, and live activities available for you and your team. It is a great opportunity to co-create a professional development plan for your team. Look for positive aspects and share it as soon as possible, even if it is something small (e.g., team member finds a way to be productive from home https://globalcloudteam.com/ while children are attending online school). Create a “Fun” group on Microsoft Teams where members can share fun photos from their remote work environment. With a predictable order, employees might tune out unless it is their turn to talk. Project tracking software is the difference between teams that get things done and teams that don’t.

Collaborating On Projects

This crucial data helps you prevent overwork and burnout within your team, even when you are working from a different physical location. You face a whole set of new challenges when you have remote employees, and most of them may not be what you’re used to when everyone is in the same office building. Hence, you must adapt from how you usually handle things in the office, as it won’t always translate well with your remote team. Using F4S, remote employees can set individual professional goals, get online coaching, improve their soft skills, and increase happiness at work.

Solutions may include identifying service providers near each team member that would be available when a technical problem emerges. Another solution is to provide a backup by paying for access to a shared workspace where employees can work from while their problems are being attended to. Some managers of remote employees may be managing groups of co-located employees and remote employees at the same time. In such a situation, it is easy to end up with one group receiving more benefits than the other. Beyond the simple daily check-ins, over-communicating is imperative when it comes to the team’s tasks, duties, responsibilities and desired outcomes, which we’ll cover more in a minute.

Users can save their own personal passwords and update them easily (and regularly!) to keep accounts secure. The first step to successfully managing remote teams is to set the ground rules early and make sure they are enforced. The precise rules here will vary from team to team, but employees need to know what is expected of them. It can be harder to share ideas and collaborate when you don’t work at the same time or run into each other in the hallway. This is compounded when everyone on your team is juggling both the personal and professional requirements of this crisis.

Remote work becomes more efficient and satisfying when managers set expectations for the frequency, means, and ideal timing of communication for their teams. Many companies already use cloud-based collaboration tools to communicate. If your team has already adopted a virtual communication tool, don’t reinvent the wheel. For example, Slack is a popular messaging tool that many organizations use to track projects and build team unity and culture. With more teams having to work from home this year, learning how to manage remote employees is more important than ever.

It’s important to keep all team members motivated and accountable for the work they do. By creating a transparent work culture, managers empower team members to be accountable for the results . It’s important to make sure that everyone on the team knows and understands the bigger picture and their value to it.

  • The app is integrated with G Suite, so inviting clients for a meeting becomes simple too — they can just join in through their calendar or email invites.
  • To manage your remote team can enhance communication between you and your employees for the better.
  • Even with weekly check-ins, it may still be difficult for employers and employees to monitor progress.
  • When employees come to the office in the morning, it’s easy to discuss ideas with them when you meet at the cafeteria or wait for a meeting to start.

One study by Stanford found that remote workers are 13% more productive than traditional in-house employees. Roth also advises that managing expectations means being flexible and empathetic during the process. Distractions may need to be forgiven rather than managed in some cases, she adds. For you as a manager, shifting to a remote working scenario may feel like uncharted territory. But workplace researcher and strategist Kate Lister, President of Global Workplace Analytics, suggests that taking the right steps now can help your team create a real-time framework for success.

Advocate For Mental Health Days

However, in the context of remote work, the workplace and the home are no longer easy to separate. Thus, it is essential to focus on what is delivered, instead of the amount of time an individual spent sitting at a desk. When you introduce rules to the remote team, be clear about what they mean.

Managing a Remote Team

When you’re recruiting people from across the globe from different work experiences, you probably won’t recognize their schools or previous companies. A shared online calendar can help ensure that everyone on your team can easily share and view the latest schedule details in one place, helping make managing a remote team a little easier on you. Consider conducting video calls rather than just audio ones, as seeing colleagues builds camaraderie. What about online celebrations, such as a virtual birthday or work anniversary party? Plus, services such as Slack and Google Hangouts can help your employees keep in touch with each other individually and in smaller groups throughout the day.

Step 2: Set Up Recurring 1:1 Meetings With Each Report

Staff members or trusted industry peers who have traveled the remote road before may have advice to share, including what software is most helpful or what’s required to set up a home office. As with the rest of the advice here, there’s no one-size-fits-all for how often a manager should reach out to remote workers. Video fatigue – On the flip side of the Managing a Remote Team previous bullet, using Zoom all the time to aid connection can have worse consequences. Empower employees to decide as a team and when meeting internally if they want to be on camera or not. Requiring all cameras all the time – unless client facing – can erode morale and is just another way to senselessly control and micromanage what employees are doing.

Managing a Remote Team

Cornell University reserves the right to amend or revoke its policies at any time without notice. Use video conferencing meetings for short check-ins or for meaningful discussions. Routine updates can be shared asynchronously through email or instant messengers.

If you’re not careful in remote teams, such individuals may disappear altogether. However, some jobs will require you to track the time that a remote employee took to complete them. To determine outputs, there is a need for clarity regarding what should be accomplished over a given period. To ensure that tasks don’t lag, create milestones that have precise deadlines, and schedule meetings to follow up on progress. Even though it may be exciting in the beginning, over time remote workers may feel isolated and lonely. If the manager has not devised methods on how to deal with this, it could become debilitating.

When you’re social distancing from a home office, you might feel disconnected from your co-workers. It helps when the whole team makes an effort to recognize each other’s accomplishments and point out the good work getting done, both at the individual and group level. Even a quick shoutout on Slack or a thank-you email can make a big difference. There’s nothing that energizes a team more than feeling that they worked together to accomplish something.

Tips For Successfully Managing Remote Workers

Remote work isn’t without its challenges, and remote employees often struggle with loneliness and feeling disconnected from their colleagues and company culture. When these feelings go unresolved, deadlines, company morale, and all-around productivity are negatively impacted. To ensure remote team members have an optimal display for virtual communication, check out our guide on how to choose a video conferencing monitor.

This means no one has to check their messages non-stop, allowing them to work uninterrupted. Knowing this, we need to plan tasks ahead of time, to make sure there’s enough time to complete tasks. Make extra effort to keep remote employees in the loop on company and departmental news. As a leader, you should give your take on any priorities that may be shifting. When done, step out of the way and entertain questions and comments. Budgets play an important side note when talking about remote workers.

Tips On How To Successfully Manage Remote Employees

This makes it easy for team members to provide cursory answers and explanations if they are preoccupied. Really, every work-related interaction should supply as much detail as possible. Teams that communicate remotely have to make sure that they’re over-communicating, rather than under-communicating. The benefit of keeping information organized in docs is that they can easily be accessed and edited by both remote and in-house teams.

If you have no choice but to send a remote employee an urgent task, inquire about how it will affect their other deadlines. The employee may then provide you with an idea of how much time they need to be added to the tasks that will be affected. In the traditional work setting, as long as someone has clocked in, is sitting at their desk, and leaves at the agreed time, they usually consider themselves to have done a full day’s work.

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.

While managing remote teams has a suite of benefits (increased productivity, better work-life balance, lower attrition), it’s not all candy canes and marshmallows. If you’re still learning the ropes when it comes to managing remote and contract workers, check out the following recommendations shared by members of Fast Company Executive Board. 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. To monitor progress and foster collegiality, it’s helpful to establish a set time for group online interactions.

Expectations When Leading A Remote Team

Hopefully your team doesn’t need constant supervision, but it’s important for everyone to know they can reach out for one-on-one support if needed. Think of these process documents as living things that may evolve over time as your team settles into remote work. If they don’t feel like anyone notices or cares about the work they’re doing, they’ll naturally care less, too. Show them their work is appreciated and how it impacts the bottom line.

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