When so much of the world of work moved online in early 2020, managers’ skills were tested. Those who had previously managed their teams face-to-face suddenly had to learn how to do so at a distance.
A lot has changed in the last two years, and remote work is not going anywhere. Around 30% of UK workers currently work from home at least one day per week. This means that management styles have had to adapt, and managers and employees have had to learn new ways of working together effectively.
We have put together a few of our favourite practical, best-practice strategies for managing a remote team so you can get the best from your remote employees.
Create a Great Onboarding Process
As an employer, you should know the ins and outs of your onboarding process (the process you take new employees to the business through to get them up to speed and inducted). But, have you changed this process since you began remote working?
Onboarding is vital in any role, but it is even more important for remote employees, who can feel forgotten and lost if they are not onboarded properly. A poor onboarding process also means it takes much longer for new employees to get up to speed and start being a productive member of your team.
Take the time to create a great onboarding process for your remote employees. This may involve one-to-one video meetings, introducing them to the rest of the team in a huddle or a get-to-know-you session. Make sure your usual paper training materials are available in accessible digital formats so there are no knowledge gaps when inducting remote or hybrid employees.
The Right Equipment
Despite being at home, your remote team will still need to work safely and effectively. Adaptations to their desk or chair they may not have needed in the office, might need now to be provided. If your team is working from home, conduct a desk assessment to make sure they’re working safely. Wrist supports, laptop stands or chair supports can all make a difference to your team working effectively at home.
Keep to a Weekly Routine
Structure is vital to a well-functioning team. Most teams will have scheduled catch-ups, and to aid a smooth transition to remote or hybrid work, these meetings should be adhered to where possible. While flexibility is important, a routine helps everyone understand what to expect and what is expected of them. It also adds structure to the working week, which can help remote employees keep stronger boundaries between working time and personal time.
Of course, if your whole team have started working remotely, you may need to review your meeting schedules and structures so they continue to be beneficial. Ask yourself the following:
- Does the whole team need this information, or should it be shared on a department basis?
- What time of day will a meeting cause the least disruption? (meetings at the start of a working day are typically best, before your employees get stuck into their work)
- How much time should a meeting be limited to? (private follow-up meetings could be scheduled if a team member has additional questions that don’t apply to other team members)
Use the Communication Tools That Work
Most remote employees will tell you that email is a major part of their working life. Email is a great tool, but it is not the only one you have at your disposal. Some options you might want to try include:
- Setting up a “Team Chat” on a system such as WhatsApp, where team members can interact and ask quick questions throughout the day
- Using Slack or Microsoft Teams and having different channels for different projects or purposes (this works well for larger teams in particular)
- Making use of Google Docs to collaborate, offer feedback, and make comments on shared work
- Using project management software such as Trello or Asana to assign work, update one another on progress, and work on shared tasks together
Don’t forget, of course, that you can always pick up the phone. Remote workers often miss out on the general office “chit-chat” which fosters team bonding. Encourage your team to continue having these conversations when working at home.
Manage People, Not Just Work
All employees want to know they are seen and appreciated in the workplace. Although your team may not have frequent face-to-face contact, keep in mind that you are managing human beings and stay aware of any challenges your team members could be facing. Working remotely can be lonely, despite the many advantages it offers.
If something doesn’t seem right with one of your team members, don’t be afraid to ask them what’s going on. If they seem to be struggling but don’t want to talk about it, point them towards appropriate resources such as your Employee Assistance Programme or other mental health support your company offers.
Managing people compassionately also includes offering flexibility wherever you can. If someone is struggling (whether from burnout, health concerns, childcare issues, work worries, or troubles in their personal life), allowing them as much flexibility as possible around how and when they work can help enormously.
Show Appreciation
We all go to work to get paid, but money isn’t the only factor that can make or break a working environment. One of the simplest and yet most effective management tools you can use is showing appreciation.
This means that if someone is doing great work, tell them. If someone has gone above and beyond to complete a task or do a fantastic job, let them know that you acknowledge and appreciate what they’ve done. If someone on your team does you a favour, say thank you.
Home-based employees often report they feel forgotten or unappreciated by their employers and managers. Try to counteract this at every opportunity and you will have happier and more engaged team members.
Watch Our Webinar on Managing Remote Teams
Watch the How To Manage Young Employees Remotely webinar for more expert insight.
