Managing a remote team comes with challenges, but they’re not impossible to conquer. Here are some do’s and don’ts for handling the task with ease.
Do Set Clear Expectations for Team Members
Managing a remote team might mean you only see some employees in person a few times per year — or never. With that in mind, you must be transparent about what you expect from employees.
One way is to create objectives and key results (OKRs) that everyone can understand. Break the OKRs into work segments that people can gradually accomplish in single sessions. Then, help workers see how those translate into long-term goals.
Another option is to specify workers’ most important tasks (MITs) for a particular day, if applicable. Something many people appreciate about remote working is the additional flexibility it offers. However, a company’s needs may necessitate clarifying that people should go through the tasks on their schedules in a particular order.
Being clear about what you want employees to accomplish is also especially valuable when it’s time for performance reviews. When you get specific rather than using vague language that people may misunderstand, everyone will be on the same page.
Don’t Make People Guess About How to Work Best With You
When you buy a new smartphone or air cleaner, that product probably comes with a user guide to streamline your experience with it and increase overall enjoyment. Consider taking inspiration from that reality as a manager of a remote team. Some companies with remote teams make user guides to document how they work best and how others can respond accordingly.
You might specify which communication channels are best for reaching you and when or detail the most effective ways to deliver difficult news or feedback. These essential tidbits help team members collaborate successfully with you.
When people work remotely with others, they typically can’t rely on physical communication cues. Any easily accessible user guide can help people overcome the potential barriers by telling them what they need to know to become and stay productive with each other.
Do Help Team Members Stay Connected Despite the Distance
Many people love working remotely, but it’s not without challenges. In one study, 24% of remote workers said they felt lonely, and 25% reported they had difficulties “unplugging” at the end of a workday.
For example, construction is a demanding industry that requires workers to be on site at specific times throughout the day. However, with the recent rise in remote work, construction companies have had to find new ways to keep track of their employees’ time and attendance. Time card apps for construction can help team members stay connected despite the distance. These apps allow employees to clock in and out from anywhere, making it easy to track time worked remotely. In addition, time card apps often provide GPS tracking, so employers can see exactly where employees are located at all times. This is especially useful for construction companies that need to ensure workers are on site during specific hours.
You have an important role as a manager to help people create and nurture feelings of connection. Many efforts to do that can also remind people that not everything is about work. Consider having optional events outside of work hours that help them get to know each other. These gatherings could span from virtual happy hours to games people play as teams.
Think about giving people a choice of remote team events and having them vote for their favorites. Let them know you’re open to suggestions, too. With so many teams now working remotely at least part of the time, individuals are getting creative about how they lessen the gaps physical distance causes.
Don’t Overlook Individual and Team Accomplishments
When people work remotely, they sometimes get out of the loop about the great and impressive things teams and individuals do at the company. Spend time building a company culture that celebrates how everyone plays a part in the organization’s success.
One easy way to do that is to give shoutouts during group meetings. That kind of public recognition can be a great motivator. Figure out a way for team members to recognize each other, too. It could be as easy as someone filling out a quick form that specifies the person and what they did.
Regardless of whether people work remotely, they can often lose sight of how the particular duties they perform while on the clock are genuinely beneficial for their companies. Taking the time to recognize and celebrate them makes those outcomes less likely.
Managing a Team Remotely Requires Continuous Reflection and Openness
You’ll inevitably make mistakes while being the manager of a remote team. That’s okay. However, it’s vital to reflect on the things you learn and remain receptive to the feedback people provide. Those elements are essential for helping you grow and improve while listening to team members.
Eleanor is editor of Designerly Magazine. Eleanor was the creative director and occasional blog writer at a prominent digital marketing agency before becoming her own boss in 2018. She lives in Philadelphia with her husband and dog, Bear.
