Being a department head or team leader can be a badge of honor. However, it’s not all glitz and glamour either.
If you’re a business owner or a manager, you know what I’m talking about. Leading different teams can be both rewarding and challenging. After all, you have to supervise people from different cultures and standpoints, and it’s likely that their values will differ from yours.
It’s hard enough to manage a team well in a traditional office, let alone remotely. But there are ways to make it work.
Do: Make Allowances For Each Employee’s WFH Setup
Some remote workers are lucky to have their own perfect home office, away from crying kids or noisy neighbors. However, not everyone is as privileged. Majority of employees who work from home usually have to take care of their kids, live with noisy roommates, or simply can’t afford to move into nicer digs.
Hence, acknowledge each worker’s situation and make allowances when needed. Doing so will increase the level of respect and understanding in your organisation.
Don’t: Discount Your Remote Workers’ Work Environment
Believe me, no employee wants a noisy environment, especially during meetings. However, it’s not always possible to completely do away with interruptions at home. Instead of giving your employees a hard time, try to exercise empathy and understanding.
Do it right, and your employees will be more receptive to your leadership. They may also be more motivated to produce exemplary work performance to show their gratitude.
Do: Establish Communication Expectations Early
That being said, clear communication is key to every successful business organisation. Especially when you manage your teams virtually.
Thus, don’t just resort to email to communicate. Maximise different communication channels like social media or instant messaging to reach your teams faster.
It’s especially advisable to set schedules for checking in, along with preferred communication channels early on. This helps lessen confusion and enables your team to be more in sync.
Don’t: Assume That Employees Are Available 24/7
Many managers fall into the trap of expecting their remote employees to be available at all times. This isn’t just impossible. It’s also counterproductive.
By all means, set clear working hours and ensure that they overlap so that work proceeds smoothly. However, refrain from contacting your employees outside these hours and then expect them to reply.
Don’t forget. You’re working with humans, not robots.
Besides, burned-out employees never produce anything good or at least, not for long.
Do: Build A Virtual Environment
Most employers mistakenly think that only a hefty paycheck can make an employee perform well. That’s not always the case, though. Based on a recent study on employee motivation, peer motivation also compels workers to go the extra mile.
Having a supportive virtual work environment can be immensely beneficial to your organisation. So, make time for weekly check-ins or even virtual events and team building activities to foster a sense of camaraderie and strengthen social bonds.
Don’t: Neglect The Importance of Healthy Company Culture
It’s natural for humans to crave for social connections, even while at work. Since it’s not always possible to meet in person yet, make an effort to cultivate a healthy company culture, even virtually.
You don’t always have to host virtual gatherings or play virtual games with the rest of the team either. Sometimes, just taking the time to listen or encouraging validation and kind discussions at work can be enough.
Do: Recognise and Reward Employees
Employee recognition is a must. If you have remote workers that you value for their contributions, make sure that they know it.
A small token or even compensation helps if you have the budget for it. Trust me, it would go a long way towards motivating your team members to do better.
Don’t: Relegate Recognition
It can be easy to forget your employees’ achievements when they’re working remotely. However, that shouldn’t be an excuse to delay or even forget giving them their due.
Can’t afford a pay raise or monetary rewards? Simply continue to offer praise or words of appreciation. These are especially important now that prolonged isolation can take a toll on our mental health.
Do: Promote Work-Life Balance
Although working from home is arguably better than reporting to the office, employees still need a healthy work-life balance. Even a WFH set-up can be toxic if there are no boundaries.
One of the best things you can do is to set an example yourself. As much as possible, step away from your computer after working hours. And encourage your employees to do the same.
Don’t: Publicly Call Out Employees Who Aren’t Quick To Catch On
Old habits die hard. If you have employees who continue to contact you at 10PM, don’t embarrass them publicly. Just reach out privately and remind them about sticking to work hours.
At the end of the day, it’s all about setting good examples for your employees to follow. Once you disconnect and maintain a healthy balance, they will follow suit. Some will just take a little longer to do so.
Managing remote employees is both challenging and rewarding. But constantly applying yourself can teach you valuable lessons and help you become a better leader as we move towards a digital future.
Fortunately, you can get further assistance from different industry partners.
Remote Staff has been partnering Australian entrepreneurs like you with the skilled remote workers from the Philippines for the last decade and counting. Aside from hiring, we also assist with onboarding so all you have to do is focus on managing your teams.
Call us today or schedule a call back and let’s get started.
Serena has been working remotely and writing content for the better part of the last decade. To date, she's written for Pepper.ph and Mabuhay Magazine, among others, and has churned out more than a thousand articles on everything from The Basics of Stock Market Investing to How to Make Milk Tea-Flavored Taho at home. Hermits, aspiring hermits, and non-hermits with interesting project propositions may email her at serena.estrella10@gmail.com.
