Aim for a no-surprises performance review.
Regular performance conversations are critical in a remote environment. Navigating the complexities of managing remote teams can be made simpler by setting clear performance expectations, measuring productivity effectively, and providing constructive feedback.
Know your purpose – goal setting for remote teams.
With teams spread across various locations, setting clear and achievable goals is crucial to ensure everyone stays on track and works towards a common objective.
Build a conflict resilient remote team.
Conflict in remote teams can arise from various sources. Recognising these sources is the first step towards addressing and resolving them effectively.
Master productivity without your boss over your shoulder.
The ability to work independently is one of the benefits of remote work, however it can be easy to lose focus. Build internal accountability so you can maintain productivity while working remotely.
Remote team missing deadlines? Go back to basics.
Don’t get hung up on the challenges of remote leadership – the rules are the same. Pave the way to success by making it clear what people have to do, when they have to do it and then proactively monitor and review progress.
Why can't I just have a blanket rule for remote work?
The temptation to implement a blanket rule for all hybrid or remote workers is driven by the desire for simplicity and uniformity. Leaders face the challenge of designing flexible work arrangements that maintain productivity while addressing the diverse needs of their teams.
Create the perfect remote work plan: a leader's guide.
Teams need to collaborate and compromise on remote work arrangements to come up with a plan that works for everyone.
Convince the introverts: organising in-office time for your remote workers.
The thought of remote workers returning to a traditional office setting, even for a single day, often meets with scepticism and reluctance. However, a well-planned and purpose-driven office day can offer surprising benefits that enhance team dynamics, boost productivity, and rejuvenate company culture.
Don’t ask how many people are in the office. Ask is the job getting done.
If you lead a team that’s successfully working from home, but you’re facing the scrutiny of senior leaders who want everyone back in the office, make sure you’re giving them evidence that the work is getting done, your people are happier and you have the capacity to resolve issues.
Managing outcomes rather than actions
The shift to remote work requires a rethink of management style. Traditionally, managers might have focused on the specific process employees follow to complete tasks. However, this can lead to micromanagement and distrust, particularly in remote settings where direct oversight is difficult. Instead, by clearly communicating desired outcomes to their teams, leaders can empower team members to use their expertise to determine the best ways to achieve those outcomes. This approach fosters trust, engagement, and ultimately, better results.
Negotiating return to the office for your team.
As companies summon their employees back to the office, reality looms: physical proximity won't magically repair fractured leadership dynamics. Leaders who struggled to connect and inspire their teams remotely are likely to find themselves grappling with the same challenges within office walls.
Don’t rely only on presence as a sign of progress.
In both the office and at home, open communication and clear expectations build trust and help people to succeed. Leaders who are frustrated by lack of visibility in their remote teams can reset expectations by facilitating a discussion of expectations and communication styles as a team.