How to Build a Productive Remote Workforce
In the past few months, we have seen a turn in activities because of the pandemic that affected businesses globally and demand employees work remotely. As colleagues spend more time at home and less time near one another, the social fabric of work weakens.
If relationship decay is not addressed, the industrialized world may experience a backlash that will undermine a work revolution that benefits individuals, companies, and the economy.
Working remotely is a relatively new phenomenon and collectively we may have not learned what it takes to maintain good digital-relationship hygiene. In this new reality to curb the hidden social costs of remote work, we need to understand how to build and sustain relationships.
Here are few ways employees, managers, and leaders can start re-designing remote team dynamics to improve relationships:
1 — Identify Common Challenges and remove obstacles
High performing employees may experience declines in job performance and engagement working remotely. Therefore, there is need to understand factors that can make remote work demanding.
It’s important to note some of the new unforeseen obstacles remote employees face: physical and emotional isolation, distractions at home pulling them in multiple directions, children engaged in home-schooling, etc. Then there are the potentially new obstacles faced by the organization placing undo pressure on teams. Change. New Silos. Fear. Complexity. One of the many burdens of command in leadership is to protect the team so they remain focused on their immediate responsibilities. Remove as many obstacles as possible.
2 — Schedule daily check-ins
This may seem like overkill, but for managers and teams new to remote working, this is key. And where email, phone, and texts may have once sufficed, managers successful in their remote leadership endeavors are trending toward more frequent use of video conferencing to establish the face-to-face interaction that is now lacking.
3 — Over-communicate
Beyond the simple daily check-ins, over-communicating is imperative when it comes to the team’s tasks, duties, responsibilities and desired outcomes, which we’ll cover more in a minute. In a normal workplace environment, lack of communication can already be a challenge. But when employees are working remote — and potentially now focused on new or different tasks and goals, communication is paramount.
4— Take advantage of technology
No doubt, most of us have been forced down a path of digital transformation that can take most organizations months, if not years, to adopt. Tools like Microsoft Teams is a simple platform for tackling teams communication and daily check-ins.
5— Establish rules of engagement
Remote work becomes more efficient and satisfying when managers set expectations for the frequency, means, and ideal timing of communication for their teams. For example, we use Microsoft Teams for daily check-in meetings, but we use Yammer for making announcements. Furthermore, establish expectations on the best times of day for team members to reach their manager and the manager to reach each team member. And make sure peers are sharing information as needed.
6 — Manage expectations
Don’t assume your team understands where they need to focus their energy. Set clear expectations and request feedback to ensure alignment.
7— Focus on outcomes, not activity
Clearly defining the goals and desired results, then allowing trained employees to develop a plan of execution enhances creativity and ownership.
8 — Define the purpose of those outcomes
On a new battlefield, with new initiatives, new enemies, and vast amounts of uncertainty and complexity, ensuring everyone knows the overall purpose and their role in achieving success is the bedrock of high-performance for remote teams.
9 — Provide resources
Set up your team for success by providing new laptops, better WiFi, and new technology such as headsets and webcams. This may mean shifting already strained budgets towards critical tools.
10 — Encourage remote social interactions
Introduce things like virtual happy hours, pizza parties and recognition sessions. Although, it is recommended not to overdo this and mandate even more Zoom meetings, but rather carve out time during already scheduled meetings for non-work-related conversations and activities. Then, on occasion, plan that happy hour or pizza party.
11 — Show flexibility
Every member of a team has a different home environment. Some will have spouses and children. Some won’t. Some will have private home offices while some will be taking meetings from the closet, bedroom, or bathroom. Some maybe be at Starbucks. Some may be experiencing challenges in their relationships. The point is that a manager needs to understand the unique circumstances of each employee.
12 — Exhibit Empathy
Especially in the context of an abrupt shift to remote work, it is important for managers to acknowledge stress, listen to employees’ anxieties and concerns, and empathize with their struggles.
13 — Mentor more than manage
The best managers mentor and coach more than “manage.” They also understand the not-so-subtle nuances and differences between the disciplines of leadership and management. And just because we are in the midst of volatility, complexity and ambiguity, that doesn’t mean we halt any and all efforts in developing our teams — and ourselves. Sometimes that requires outside help, new initiatives, and making the time. So, get on it.
Each of the tips above may appear simple but it is not easy. They each require time, attention, and consistency. But if you do them, your team will thank you and your organization will benefit.
About Us
Signal Alliance is one of the leading Technology Integrators for corporate organizations in Nigeria. For over two decades, we have been helping businesses to thrive by empowering them with technology solutions that adds optimal value to their operations.
With experience cutting across Enterprise Technology, Cloud Technology, Infrastructure and Enterprise Services, Data Management Solutions, Robotic Process Automation, IT Security, Managed/Outsourced Services and Enterprise Software Services.
