Eight tips for managing remote teams
The blog was written by Lightful’s HR team: Isabella Grable, Amy Hodari, Hollie De la Fuente, Caleb Wheeler-Robinson
If you are in a managerial position, teams will look to you to set the bar for navigating through this change in routine. You’re in your current position because you have the ability to guide your team through any hurdle. Although we are are all collectively experiencing a unique set of circumstances, it’s time to rise to the challenge and remember that enthusiasm breeds enthusiasm!
As a Human Resources and Talent team, we are busy learning from others’ experience in this domain and developing some of our own ideas on how we might do this. Here are 8 tips that might help you set a new rhythm for working with your team remotely.
Set expectations early
Consider how work is allocated, what communication tools you want to make the norms, how existing meetings will run, how they might need to be changed etc
Create a daily stand-up conference call
Even if it’s only for ten minutes. This will not only give people a regular rhythm, but it will also give one dose of that all-important human connection every day
Ask your team how they want to work
And keep asking as time goes on. The people who know best what they want are your team
Provide regular feedback
The casual “good job” or “nice work” that happens so often in the office can be lost when working remotely. Make sure you feedback to individuals regularly on how their work is going
Communicate using the best medium available
Video is better than voice. Voice is better than written. Don’t be afraid to pick up the phone. Be resourceful and look for the tools out there that help you work as smartly as possible (e.g. Zoom, Trello, JamBoard)
Speak to fellow managers about how they might be getting on. Not only is it important to share ideas, even if they might just be food for thought, but it is also vital that you have the support you need in order to thrive
Find a work/life balance
Bear in mind that it’s just as important to check in on the wellbeing of your direct reports. Some might find working from home for extended periods of time more difficult than others. Try to encourage people to take their breaks or engage in exercise and virtually social activities
Lead by example
The biggest driver of behaviour adoption is leaders adopting the behaviours themselves.
Interested in learning more similar tips? We are planning to publish more blogs over the next weeks!
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