Best practices for remote team management

In today’s evolving work landscape, where remote work has become increasingly prevalent, effective remote management practices are essential for fostering productivity and maintaining team cohesion

CREDIT: This is an edited version of an article that originally appeared on www.insperity.com

Managing a remote team requires managers to strike a balance between autonomy and accountability. In the absence of constant supervision, managers may need to adopt a more outcome-focused approach. This entails shifting the emphasis towards the completion of tasks and the alignment with organisational goals and targets, rather than micromanaging the process. It’s about empowering employees to take ownership of their work while ensuring they understand the expectations and desired outcomes.

Understand the challenges

Remote work presents challenges that are distinct from traditional office environments, notably the absence of in-person engagement and the presence of surrounding distractions. Face-to-face interaction fosters company culture and interpersonal connections, which can be difficult to replicate virtually. However, excessive reliance on platforms like Zoom for connectivity can have adverse effects such as video fatigue.

Set clear expectations

Establishing clear productivity standards is essential when engaging with your remote team. While certain standards may vary depending on the nature of the role, others may be standardised across the organisation. It’s imperative to document individual productivity standards, even in an informal manner. Although this process may initially appear burdensome, it can serve as a valuable tool for identifying trends that require attention. Documenting productivity standards enables managers to pinpoint issues such as burnout or the necessity for additional training to address bottlenecks that hinder productivity.

Scheduled interaction

Fostering informal communication among remote teams requires additional effort compared to traditional office settings. In situations where both remote and on-site employees coexist, remote managers should prioritise inclusive team-building activities. While it may initially feel contrived or challenging, encouraging remote workers to maintain regular contact with both managers and team members is crucial. The definition of “regular contact” varies based on job roles and the tasks assigned to remote employees.

Regular engagement

There isn’t a universal rule for how often managers should communicate with remote workers. A beneficial approach could involve scheduling regular one-on-one calls, whether they occur daily, weekly, or biweekly. These sessions serve to assess the employee’s overall well-being and productivity, while also identifying and addressing any obstacles hindering their work progress. Your team members should also know how to reach you if they have questions or concerns. Be accessible when you say you are available.

In summary, effective management of remote teams hinges on maintaining a delicate equilibrium between autonomy and accountability, underscored by trust in the team’s ability to deliver outcomes. Prioritising outcome-driven management over micromanaging processes is essential for cultivating a productive and collaborative remote work environment.