Traditional management is already difficult enough. However, coordinating a team solely through virtual channels has proved to be an extremely difficult task for many people during the pandemic. It was reported that the Harvard Business Review last week revealed that 40 percent of managers weren’t sure of their ability to manage remote teams. From creating positive team dynamics to organizing processes, managing remotely demands an entirely new set of abilities. In this post, we look at the exact nature of those skills and how you can develop these skills.
How do you organize your remote workflows
Three key elements are to consider when managing remote workflows:
1. Use project management platforms
Who is accountable for each product? What time is it due? And to whom will they deliver it to?
In the traditional office the leaders are able to delegate tasks and oversee the way it’s completed. However, without that degree of control or accountability there is a need for an efficient process in place. There are many cloud-based platforms for managing projects that permit users to assign tasks electronically and monitor the progress of a specific project. This makes it much easier to control the individual’s workflows but it also makes sure that everyone is aware on the progress of their project.
2. Practise consistent communication
In an environment that is remote the advantage of over-communication is greater than under-communication. The line of communication must be always open. Communication issues are a significant risk for remote-first teams. when two individuals believe that they are in charge of a particular task it could result in spending a lot of time before recognizing that the mistake must be rectified. That’s why a clear and consistent communication is crucial. It is a challenge when people are located in various time zones, or working to different times. This is the reason why remote teams depend on a structured process and synchronous messaging to ensure that there’s no delay in communicating. Remote-first teams may have”team chats” in which members keep one another informed of their activities. Other teams are known to schedule regular gatherings to keep track of and discuss what everyone is doing each day. There’s no right or wrong way to conduct it – and most of the time it’s best to make an option that is decided by the whole team.
How can you encourage collaboration within your remote team?
From random encounters at the coffee maker to the post-it notes on whiteboards; the traditional office provides a variety of ways to collaborate in a spontaneous manner.
Many are concerned that going to remote-first could result in losing the magical quality, and therefore diminishing creativity. But the truth is that this is just an issue with design. Research suggests, for instance that collaboration and communication can be a challenge in open plan areas – which is in contrast to common sense. There are a variety of ways that remote managers can organize their workforce to foster collaboration that is productive:
1. Utilize tools for collaboration
There are a variety of cloud-based applications that allow workers to communicate remotely in real-time. They include tools that are more general like Slack or Zoom that allow basic communication. There are also numerous focused tools to perform tasks like designing, software development or the process of creative thinking. Remote managers must find the most effective tools for their needs for collaboration and make sure each member of their team is able to access these tools.
2. Conduct regular team meetings
The best creative ideas are born from group interaction that allows people to throw ideas around. While this is difficult to accomplish in a virtual setting, regular meetings can replicate the feeling and yield amazing outcomes. The key to this is working out where your team is most at ease. It could be a combination between Instant Messaging as well as video-conferencing. It may take place in smaller teams, where people can be more comfortable talking about their opinions. A lot of companies benefit by limiting the duration of meetings, both to reduce an atmosphere of urgency and also to avoid the anxiety-inducing “zoom fatigue”.
3. Encourage interaction between employees
Many businesses employ a technique of gamification in which employees are randomly matched with each other and are required to interact. The intention is to recreate the feeling of “bumping into’ colleagues at the workplace, encouraging interesting conversations and exchanging of concepts. In addition to bringing the desired outcomes in terms of innovation, however, it could also prove more effective from a distance as the interaction is not restricted by physical proximity. Therefore, teams that are especially effective can develop their ideas faster and more efficiently.
4. Keep in contact
Open channels of communication with your employees before they quit makes them feel valued at your company, but these channels are valuable for building genuine personal connections as well. Your employees are of course an asset to your company, but there’s no reason you should stop talking to them just because they’ve left.
Keeping in touch with your old employees is ultimately what will convince them to return as well. This kind of personal attention makes them feel valued and recognized, which cannot be undervalued. Those emotions also help them align better with your company’s vision.
How can you provide feedback to employees who work remotely
Feedback is crucial for a happy and productive workforce, as it allows employees to increase the quality of their work and to feel appreciated. One study revealed that organizations who provide regular feedback to employees have turnover rates that were lower than 14.9 percent A different study revealed the following: the majority of employees are disengaged due to the absence of feedback.
Here are four guidelines that you can apply to provide effective remote feedback:
1. Select the correct channel
Every employee has their preferred channel of communication. Some prefer video calls while others would prefer Direct Message or email. To demonstrate that you care about your employee’s preferences, choose the best method for them. believe they would prefer, and also tailor your feedback to their preferences.
2. Be specific
Feedback shouldn’t be considered a general critique and should always be linked to specific actions and include specific guidelines. This will enable the employee know exactly what you’re talking about, and provide them with a means to continuously enhance their performance.
3. Set specific goals
Working remotely, you can’t control your team as many would at work. That’s why goals are important to ensure you and your employees are working in sync. Therefore, try to end your comments by establishing – or at the very least, reiterating the goals you would like each employee to achieve.
4. Request feedback and then ask for it back
Feedback shouldn’t be a one-way process especially when you’re all in the new world of remote-first collaboration. Always ask your team members to give feedback on how they are able to comprehend your needs as well as how well you’re in communication; and also how confident they are with the tools they are employing. Thill can help create the development of a more positive, open work environment.
Never be afraid to refine your methods
Like conventional leadership job of managing remote teams is continuously evolving. The job of management does not only involve initiating processes , but also adapting processes to meet the requirements for your staff.
Many businesses that choose to go remote-first have to learn this painfully: the system that is working for you at the beginning of your growth might be insufficient when new team members arrive and new challenges are posed to your company.
What you require is a solid base of resilient, resourceful and genuinely committed employees who can grow with your needs. This, in turn is where the workplace culture comes into play.
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