How to Successfully Managing Remote Workers?

A manager has a few key things to keep in mind when managing remote workers. It is essential to build trust with your remote team members. This can be done by being communicative and responsive to their needs and concerns.

Additionally, it is essential to set clear expectations for what you expect from them regarding work products and deadlines. Finally, it is also necessary to provide remote workers with the tools and resources they need to succeed. When it comes to communication, regular check-ins are a must.

This can be done via video conference or instant messaging. The key is regularly getting in touch with your team members to ensure everyone is on the same page. Additionally, it is essential to provide clear written instructions for tasks that must be completed. This will clarify that there is no doubt that everyone is aware of what needs to be done.

Managers must be conscious of how remote work may induce feelings of isolation among team members.

“If you’re accustomed to seeing your coworkers or consumers daily, feelings of loneliness can swiftly creep in,” Sparrow added. “This changing work environment may impact concentration, a feeling of belonging, and creativity. It’s something that isn’t often discussed. Still, if we want our teams to be healthy, happy, and productive in the long run, we need to acknowledge and manage the high-stress working conditions that remote working might create for many individuals.”

10 Tips for Successfully Managing Remote Workers

Recruit Global talent has incorporated 10 suggestions from Pellman, Sparrow, and other experts to assist remote work management.

1. Set expectations early and often.

“Guidelines, boundaries, and simply reviewing the fundamentals are some of the essential phases of creating a project,” explained Scott Bales, vice president of delivery and solution engineering at Replicon, a time management system company in the San Francisco Bay area. “There will be inquiries; be accessible and clear about priorities, goals, and performance measures. Make sure you can get in touch with each team member if necessary.”

Managers should inform employees about policies and personnel changes, as well as company successes and tips for working from home, according to Pellman.

Employees should also be trained to keep track of time throughout the day and night, similar to how schedule changes are handled. Establishing expectations on responding to any after-hours work email and texts is also required.

“This helps employees maintain a healthy work-life balance” and prevents them from flaming out, which is more likely when working from home,” Pellman added,

How to Set Employee Expectations for Remote work?

Be sure to send a written agreement to each employee outlining your company’s remote work policy. This agreement should include:

• How many days per week are employees allowed to work remotely?
• What hours are they expected to be available during the day?
• What type of work can we be able to do remotely?
• What tools and resources will they need to be successful?

2. Be organized and flexible.

“Being organized is critical to success when working with remote workers,” said Bales. “You’ll likely have less control over the workday, so use tools that allow you to track deadlines and milestones.”

He recommends using project management software, such as Jira or Asana, which allows managers and employees to see all tasks in one place and track deadlines. “Flexibility is also key,” Bales added. “Suppose an employee has an emergency and must take a day off for a doctor’s appointment or their child’s school play, be understanding.

It is essential to create an environment where people feel comfortable working from home—not one where they feel like they’re constantly under a microscope.”

3. Adapt the length of your meetings.

“In-person meetings tend to be more efficient because they’re shorter, and people are more likely to stay on task,” explained Bales. “But when working with remote workers, you must be prepared because meetings might take longer. Allow for some extra time so people can ask questions and provide input.”

4. Track your workers’ progress.

“You need to be able to trust your team, but that doesn’t mean you shouldn’t keep an eye on their progress,” said Bales. “Several tools, like Rescue, Time, and Desk Time, allow you to see how much time employees spend on specific tasks. This can be helpful if you’re trying to determine if someone is slacking off or if a project is taking longer than expected.”

5. Emphasize communication.

“One of the essential things you can do as a manager is to emphasize communication,” said Bales. “Make sure everyone knows how to reach each other, and encourage them to stay in touch throughout the day. For team meetings, you may consider using video conferencing software, like Zoom or GoToMeeting. This can help create a sense of connection and camaraderie.”

6. Remember to listen.

“It’s easy to get caught up in your work and forget to listen to your team,” said Bales. “But it’s important to ensure you’re available to answer questions and address concerns. Let your employees know you’re there for them, and encourage them to come to you with any problems they might have.”

7. Get in touch and be available to your team.

In this new working reality, many people feel alone and lost. According to Bales, the Replicon VP, developing relationships with workers is crucial.

“Do any of the following to keep things going: Share encouraging remarks, establish a pleasant conversation channel, or attempt to ‘grab a coffee together—whatever helps people feel normal [and] connected,” he advised.

Sparrow suggests considering other methods for forming connections with the remote workforce. “To have an emotional and direct connection with her workers, she began a video blog. [It] has had a significant beneficial impact.”

Hale said that competent management involves being accessible to team members.

“By making themselves accessible across multiple time zones and through a variety of technologies, they go above and beyond to provide an open-door policy for remote workers,” he added. “Managers are accessible at all hours and can always be counted on to respond to urgent issues.”

8. Provide a way to collaborate.

Bales said that when people are working remotely, it’s essential to give them a way to collaborate efficiently. “Severalols, like Google Docs and Dropbox, allow team members to work on documents and files together in real-time. This can help reduce confusion and ensure everyone is on the same page.”

9. Resist the urge to micromanage.

“One of the biggest mistakes you can make as a manager is to try to micromanage your team,” said Bales. “When working with remote employees, it’s important to trust that they can do their jobs and manage their own time. If you try to control everything, you’ll only end up frustrating yourself and your team.”

10. Celebrate success.

“It’s important to celebrate your team’s success, even when working remotely,” said Bales. “Sending a congratulatory email or giving someone a shout-out in your company newsletter can go a long way in making them feel appreciated.”

“It’s a lot more convenient than an email,” she added, “and it shows that connection doesn’t have to be abandoned if you think creatively.”

Conclusion:

As a manager, there are several things you can do to help your team succeed when working remotely. These tips will help you build a solid and productive team from emphasizing communication to providing a way to collaborate. Just remember to resist the urge to micromanage, and don’t forget to celebrate your team’s success.