Remote work has flipped how teams work upside down and every which way. Yes, it brings flexibility and opens a door to a global talent pool, not to mention that employees are usually even more productive. Still, it has multiple downsides, too. That’s why extraordinary measures must be applied. Indeed, this is how successful leaders manage their remote team without breaking up their crew unimaginatively.
1. Communicate Clearly and Set Boundaries
According to the Harvard Business Review, nearly 70% of remote employees face challenges when it comes to unclear direction from their superiors. When people do not know what is expected of them, minor misunderstandings can easily escalate into serious issues.
Create designated communication channels: for example, Slack for quick updates and video for weekly calls. Please specify the expected response times and appropriate logging-off periods. Insist that people maintain a separate work schedule so they do not feel they always have to be available.
2. Focus on Results, Not Control
According to the Gallup Workplace Study, the teams built on trust are up to 50% more productive and much happier in total. Instead of controlling every detail, concentrate on the only thing that counts—the result.
Establish clear objectives, provide deliverables, and let the employees choose their path to reach the goal. Trust people, and they will take the initiative and use all their creativity. Meanwhile, the micromanagement will only put strain on the employees and kill their motivation.
3. Support Mental Health and Well-Being
Based on the report from the American Psychological Association, nearly 60% of remote employees are highly stressed, as they find it difficult to unplug. Normalize discussions about mental health. If required, do not hesitate to take breaks, use paid time off, or work flexible hours.
Set an example by refraining from texting after hours and requesting prompt responses. You might also try scheduling casual wellness sessions for an open discussion of how people are. Such minor acts demonstrate to your team that their health is of the same value as their efficiency.
4. Keep Culture Alive From a Distance
According to the Society for Human Resource Management, organizations with a “culture of recognition” see a 25% boost in employee retention. Culture lets people know that they are in this together, no matter the miles between them.
Throw a virtual remote event to celebrate a win, whether big or small. A virtual happy hour or team-building exercise can also help. Even just a “coffee break” video call can reduce feelings of isolation.
5. Equip Your Team With the Right Tools
On the one hand, technology is what enables remote work. On the other hand, it can also introduce substantial stress into users’ lives if it malfunctions or is too complicated to use.
For example, according to data published on Statista, some 80% of companies use cloud-based tools to facilitate their remote collaborations.
Implement the software, which makes it easy to communicate, share files, and manage projects. Consider including speedy training or tip sheets with tools to ensure your team uses them effectively.
6. Recognise Hard Work and Give Helpful Feedback
According to the Forbes Coaches Council, employees who experience appreciation exhibit five times higher levels of engagement. Even such a small sign as a single message, such as “great job” or praising your sub during the meeting, can immediately lift their spirits.
However, recognition cannot be the only form of motivation. Offering your colleague feedback may also require time. Schedule one-on-one meetings to discuss progress and established objectives. Please ensure your feedback is inspiring rather than critical.
Leading With Empathy and Balance
Running a remote team is not about supervision round the clock; it is about trust, empathy, and organization. If you talk openly, arrange your professional and personal life, and are genuinely interested in the well-being of your collaborators, you create a proper atmosphere in which people can work fruitfully.
