August 29, 2023 by Mike Manazir – (4-5 minutes)
International Business Machines Corporation (IBM), a multinational technology company, made a notable shift toward remote work in the early 2000s. IBM implemented a Results Only Work Environment (ROWE) program, allowing employees to work remotely based on outcomes rather than fixed hours. While the program wasn’t without challenges and was ultimately scaled back in later years, it marked an early attempt by a major corporation to transition to remote work.
While not a complete success story, Yahoo’s attempt at remote work transformation attracted attention. In 2013, under the leadership of Marissa Mayer, Yahoo announced the end of remote work and required all employees to work from company offices. This decision sparked controversy about the viability of remote work, as it contradicted the trend of flexible work arrangements.
In late 2020, Reddit announced that it was becoming a “remote-first” company. This shift allowed employees to work remotely and only required them to come into the office for specific tasks that couldn’t be done remotely. Reddit argued that the benefits of remote work include access to a wider talent pool and improved work-life balance for employees.
As you can see, though admirable in its objectives and a necessity during the pandemic, effective remote team management requires a combination of thoughtful leadership practices and the right tools. Here are some strategies that work well for managing remote teams:
Trust and Autonomy: Trust your remote team members to manage their work independently. Micromanaging can hinder productivity and morale. Empower your team by giving them autonomy over their tasks and deadlines while providing guidance when needed.
Clear Communication: Communication is crucial. Regular updates through video calls, chats and emails help team members stay aligned. You must remain connected with each member of your team.
Set Clear Goals and Expectations: Define specific goals and performance expectations for remote team members. When everyone knows what they’re working toward, it helps maintain focus and accountability.
Provide the Right Tools: Equip your remote team with the necessary tools for effective collaboration and communication. This includes project management software, video conferencing tools, instant messaging platforms and document-sharing platforms. Ensure that all team members are proficient in using these tools.
Regular Check-Ins: Schedule regular one-on-one and team meetings to discuss progress, address challenges and provide feedback. These meetings help build relationships, keep everyone updated and provide a platform for discussing concerns.
Clear Documentation: Encourage the documentation of processes, decisions and important information. This ensures that team members can access the information they need, even if they’re in different time zones. Tools like wikis or knowledge bases can be helpful for this purpose.
Flexible Working Hours: Embrace flexible working hours when feasible. Remote team members might be in different time zones, so allowing them to work during their most productive hours can boost efficiency. Set core hours for overlapping communication and collaboration.
Focus on Results, Not Hours: Shift the focus from hours worked to the quality and outcomes of work. Remote teams often have varying schedules, so evaluating performance based on completed tasks and deliverables is more effective than tracking hours.
Foster Team Building: Despite the physical distance, promote team bonding through virtual team-building activities, such as online chats unrelated to work and periodic video calls just for social interactions. Building rapport helps create a sense of belonging.
Provide Growth Opportunities: Offer professional development and growth opportunities for remote team members. This shows that you value their contributions and are invested in their long-term success.
Lead by Example: Demonstrate the behaviors you expect from your team. Maintain punctuality, responsiveness and active engagement in virtual meetings and communication channels.
Be Mindful of Well-being: Remote work can blur the lines between work and personal life. Encourage breaks, self-care and a healthy work-life balance. Be sensitive to potential burnout and offer support as needed. Consider sending self-help e-mails and websites to your team that focus on well-being.
Remote teams can be managed effectively by using these strategies. However, there is no substitute for the human connection that comes from being in-person with your team from time-to- time. Here are some guidelines that can be adjusted based on your team’s unique dynamics:
In-Person Gatherings: Consider an annual retreat for team-building and alignment. Semi-annual/quarterly meetings to facilitate planning, bonding and collaboration. Arrange in-person sessions for project launches, milestones and critical phases.
One-on-One Interactions: Meet monthly/quarterly for performance, career and concerns discussions. Ad hoc meetings address complex projects, growth concerns and support needs.
Frequency of in-person meetings varies of course, by resources, locations and roles. Virtual tools bridge gaps. The goal is to balance effective communication, collaboration and relationships while considering practicalities and preferences. These are key elements for sustaining healthy human connections and leading from the heart.
Remote work is not about where you are –
it’s about what you deliver.
-Jason Fried
Lead from your heart. Lead to Win.
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