The rise of remote work has brought about numerous changes, and as a manager, you may now be facing new challenges. But are these challenges really as significant as they seem? Let’s take a quick look.
Taking the Plunge
For many of us, the shift to a home office for an extended period came as a surprise. Numerous logistical challenges had to be addressed, and getting a team online was already a tough hurdle for some. How do you stay in constant communication, not to mention coordinate projects? Once collaboration tools and video conferencing services are set up, the tension tends to ease. You realize that it works even without constant in-person contact. However, these steps are just the foundation for remote work. The real challenge lies in maintaining or restoring the dynamic that existed before the shift to remote work.
Communication
First and foremost, leading remote teams in its basic form does not differ significantly from leading in-person teams. One-on-one meetings will still be essential and may even become more important than before, as the informal communication that naturally occurs in a shared physical workspace is no longer available.
Effective communication is crucial for good leadership, which is why it’s essential to create spaces where this can continue. Increasing the frequency of one-on-one meetings is one example of this. However, team communication is equally important. Whether through virtual stand-ups, thematic deep dives where everyone participates, or informal virtual coffee breaks via video chat or similar formats, the goal is to ensure a consistent exchange of information both among employees and between the team and the manager. This responsibility should not rest solely on the team; as a leader, you should set the framework for these interactions.
Team Culture
Team members who have previously worked together in person will generally find it easier to adapt the company culture to a virtual environment. They already share a strong bond and can easily translate that connection into a similar virtual culture.
If this is not the case, managers should consider using virtual workshops or similar formats that offer participants ample space and opportunities for positive development and collective goal-setting to foster a sense of belonging. In these situations, the manager should act as a moderator and facilitator, providing the necessary opportunities and structure for these formats. It’s important that the informal aspect of human relationships plays a significant role in these interactions.
To maintain and cultivate a healthy team culture, it’s crucial to celebrate successes remotely. In working teams, the explicit recognition of achievements becomes even more important, as the isolation that a permanent home office creates can be partially alleviated by community-building activities, such as online celebrations for completing a project.
Managing Performance
The feeling of being less informed about your team’s activities can easily arise when working 100% remotely. However, it’s important to remember that micromanagement doesn’t boost productivity; instead, it leads to frustration. In addition to productivity tools and regular project updates, there are other ways to ensure effective work-from-home performance.
Clearly defining expectations and documenting them in writing can be highly beneficial for both managers and employees. Transparency helps alleviate pressure and provides clarity about shared goals over time, especially when opportunities for communication are limited. Productivity tools, such as those that track Kanban boards, OKRs, intermediate steps, and work statuses, are valuable in this context. Deadlines can also be effectively recorded, serving as an essential tool for successful remote management that should not be overlooked.
Deadlines not only facilitate project planning but also provide employees with a framework for action, helping them prioritize tasks and stay focused and motivated, especially as they become more self-reliant. Empathy and constructive communication with each employee should form the foundation for reaching a mutual understanding about goals and intermediate steps. This helps prevent cascade effects when results are not delivered on time, as well as avoiding idleness and confusion within the team. Of course, it’s crucial to establish a culture of open communication regarding any changes to the schedule.
Managing virtual teams
Essentially, managing a virtual team doesn’t differ much from managing an in-person team. Effective leadership is built on clear communication, empathy, strong project and team management, and fostering a healthy, supportive team culture. And, of course, it’s always worth asking yourself the timeless question: Am I the kind of boss I would want for myself?