If you are a manager of a team that is now working remote, you are in trouble!
The methods you used to manage a team sitting in the office with you will not work. Managing a remote team is totally different.
I have had the pleasure and problems of working remote off and on for over a decade. I am an absolutely excited cheerleader for remote work. However, there are many problems with remote work that need to be solved.
Micromanage
I know this is a swear word in the workplace but those of us in management have all done it to one extent or another. New managers are susceptible to this problem because they are unsure of themselves and their management skills.
Management of team members (especially educated professionals) is a gas and brake pedal process. Sometimes we need to apply gas and give the team members latitude and hands-off approach.
Other times we need to put the brakes on and guide them a little.
But, if you try to micromanage the remote team members this is going to be a car wreck of incredible proportions!
What I found out (the hard way) is the best method to manage remote team members is to forget about what hours they work. It does not matter if they work 2 or 10 hours a day. The focus must be on deliverables not on time behind the computer.
SECRET: Once you manage remote workers for a period of time (could be days, weeks or months), you will quickly figure out who is working hard and getting things done and who isn’t.
If you trust your team members, they will produce – at least most of them. In every team there are going to be slackers in the office or remote.
If you try to micromanage them, you will get a team that is going to become dependent on you to give them their daily activities instructions. That is not what you want. Team members need to be self-directed and you need to let them direct their activities each day.
Self-Direction
Micromanagement is out but ignoring the team members isn’t.
All of us need direction for our work and remote workers need additional direction. Finding the balance between good direction and micromanagement is hard.
I have found an option that works well.
Give the team member clear directions on the outcome or end result.
Do Not give directions on how it is to be done (unless asked by the team member).
Unless you have hired complete idiots, your team can figure out how to get the work done. Make it clear that you will be available for questions and to provide assistance but only when they ask.
Productivity
If done right, I guarantee that you will see productivity rise.
If you don’t see a rise, then examine how you are leading the team and make adjustments.
If you still cannot see the problem, ask team members if you can make changes in your management style.
If you are sincere in learning and building a good relationship with the team members, you will get good info from them.
It is a time for all of us to reassess what we do and how we do it. It is also a time to implement new methods and procedures.
Good luck!