The global shift to remote work triggered by the COVID-19 pandemic brought both advantages and challenges for employers and employees alike. While the freedom from commuting and reduced office space needs are evident perks, managing remote teams presents unique hurdles. This article delves into the intricacies of remote team management, addressing the common pitfalls and offering strategies for success.
Navigating the New Normal
Remote work is no longer an exception; for many, it has become the norm. Freelancers, tech support professionals, and those in client facing businesses were already accustomed to working from home. The pandemic, however, propelled countless others into the remote work landscape. As organisations adapt, a hybrid model emerges, with some employees choosing full-time remote work while others maintain a physical office presence periodically.
Challenges and Pitfalls in Remote Management
Remote work, if not managed effectively, can lead to two common errors: micro-management and under-supervision. Micro management, driven by a lack of visibility, can hinder trust and productivity. On the flip side, under-supervision, rooted in excessive trust, may leave employees feeling disconnected and unsupported. Striking the right balance through appropriate delegation and regular check-ins is crucial.
Managing Individuals in Remote Settings
The principles of effective management remain consistent whether your team works in the same office or remotely. Providing tools, motivation, proper delegation, performance reviews, and addressing poor performance are universal management tenets. Clear communication channels, whether through regular meetings or an open-door policy, are vital for remote team members to seek advice and discuss concerns.
Building a Cohesive Remote Team
Creating a genuine team in a remote setting requires careful consideration. Assess if team dynamics are necessary for the work at hand or if a group of individuals in related roles suffices. While remote work may weaken social ties, building a robust team with shared objectives is achievable through consistent communication and fostering relationships.
Strategies for Building Relationships
Building relationships in a remote setting demands intentional efforts. Scheduling regular video conferences, incorporating social chats in team meetings, facilitating remote working needs, and checking in on colleagues contribute to relationship-building. Time is a crucial factor, and investing it is essential for success. Managers play a pivotal role in modelling and encouraging these behaviours.
The Importance of Trust in Remote Work
Trust is the cornerstone of remote team success. Clearly articulating trust in team members to accomplish their tasks autonomously fosters a positive working environment. Open communication, both between managers and team members and among team members, is integral. Trust, once earned, is precious and must be upheld.
Onboarding New Members to a Remote Team
Introducing new members to a remote team poses challenges in building relationships. The absence of casual interactions necessitates deliberate efforts. Organising in-person meetings during the onboarding process helps establish face-to-face connections, accelerating the integration of new team members.
Building Relationships Across the Organization
Remote work may lead to teams closing in on themselves. To combat this, organisations must actively break down barriers between teams and encourage cross-team interactions. Whole organisation meetings and socials, along with team invitations to members from other teams, are effective strategies to maintain a cohesive organisational culture.
In conclusion, effective communication is the linchpin of managing remote teams and individuals. A manager’s role in facilitating transparent communication within the team and across the organisation cannot be overstated. In embracing the challenges and implementing thoughtful strategies, remote teams can thrive in this new era of work.