5 tips for managing a high-performing remote team
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Our simple 5-step formula for managing Remote-Teams helps your employees exceed expectations, increase motivation and ensure they feel valued from day one.
Managing remote teams is not the same as managing a team you see in the office every day.
You may have experienced this problem firsthand when COVID-19 forced your employees to step out of sight and into the virtual space.
While you may have focused on getting all employees accustomed to remote work in this first phase, it's now time to move on to phase two: optimization.
They have to here Manager create different rules, policies and incentives if they want high-performing teams that achieve their goals and exceed expectations.
So if you're struggling to manage your remote team or want to learn how to take your management efforts to the next level, today's guide has exactly what you need.
Here you will find five proven tips on how to do it Lead remote teams and can motivate you to achieve top performance. You'll also learn how to make your employees feel valued and motivate them to succeed.
5 tips for managing remote teams and driving excellence
Those : viewsonic.com
The first step to building a high-performing remote team is hiring the right people. Since we discussed this strategy in detail in a previous post, we will not delve into this topic today. Instead, we assume that you have already found and vetted the right people for your remote team.
If you follow this formula, your employees will work together like a well-oiled machine to achieve their goals, even though they are far apart:
#1. Set the tone with a shared vision and shared values
A common mistake that remote managers often make unconsciously is that they jump straight to the performance aspect that each new employee or current employee brings to the table.
But you shouldn't focus so much on getting the best out of each person that you forget to explain what they actually do for .
Above all, managers must create the necessary foundations. These foundations will help you establish common goals and shared values that everyone will work toward and exemplify.
Also Explain your “North Star” or goal to each team member . This principle is intended to help your employees focus on the “why” behind what your company does.
Do you want to help your customers solve a specific problem or achieve more with your products or services? Do you want to help people make or save more money?
Communicate your goals to your team right from the start. Then discuss how they should actively work to ensure that as many potential and current customers as possible achieve these goals.
As a single driving force, your North Star helps employees connect to the bigger picture of why they do what they do every day.
This shared vision can help people overcome bad days and periods when work seems repetitive and mundane.
Without knowing this greater purpose, team members can easily feel distracted, unmotivated, and feel like they are only working to collect a paycheck. This is especially true for team members who work remotely and don't experience the camaraderie that comes with working with other employees.
So if you're onboarding new employees to work from home, make sure everyone involved is on the same page about how they fit into the overall concept of your company's goals.
And that's not all.
#2. Create trust and strive for connection
Those : m2sys.com
Instead of forcing your team to like you ( Hello, Michael Scott from Dunder Mifflin ), you're better off if you make the effort to socialize and build trust.
When your employees see that you truly believe in the company's mission, they will feel inspired and compelled to do the same. And when they have complete trust in you, you have a better chance of getting them to perform at their best.
The goal is to be a leader, not a boss. They want to be someone they can look up to and learn from, not someone who bosses them around and berates them when they don't perform well.
Also Contact yours early and often Remote-Team . Take the time to learn each individual's strengths and weaknesses, not to find fault with them, but to help them grow as a person and in their careers.
We're not suggesting that you turn into someone who likes the same college football team and crappy reality TV. Just find common ground and focus on building that connection.
This will help your team see the good in you and realize that you are someone who can be counted on and trusted.
Once you have this mutual respect, it will be easier and more effective for you to:
#3. Set expectations and standards and put the right systems in place
These two indispensable components - setting expectations and standards and establishing systems - are inextricably linked to performance.
Sharing expectations and standards during the adoption process ensures everyone involved is on the same page. .
Setting these expectations clearly from the start and reinforcing them over and over again gives your team a set of rules to follow so they don't waste time. They minimize questioning and give the green light for productive, independent work processes.
Set performance benchmarks that serve as motivation , not the be-all and end-all. Constantly chasing numbers or letting your team do the same thing is a recipe for burnout and unhappy employees.
Instead, your benchmarks should become goals that employees are trying to achieve. And they need to be adjusted accordingly (both up and down) depending on what's going on in your company.
Setting high standards and benchmarks is just the first step; You must have systems in place to ensure these are met and adhered to.
Creation and rationalization of quality control systems during the work of employees . These systems keep everything organized and your weekly, monthly, and yearly goals met. They also demonstrate the level of quality work you expect from your team.
#4. Communicate regularly - and don't hover!
After communicating your expectations and standards to your team, it's important not to micromanage or impose yourself during the workday. This usually results in employees becoming so stressed that they cannot perform at their best.
That's why we recommend juggling an asynchronous communication style with a synchronous one. This simple strategy will ensure your team works efficiently and prevents them from feeling like they're constantly under a microscope.
In order to do this, to decide on regular check-ups instead of sending millions of Slack messages asking for updates throughout the day.
This allows you to see what's going on behind the screens without disrupting employee productivity and concentration. They also help you assess whether projects are on schedule long before a deadline is missed.
Above all, asynchronous communication shows that you trust your employees to do their work outside of the office. It allows them to work during productive periods without distractions, which is essential for high-performing remote teams.
#5. Offer incentives and give credit where credit is due
your external Team should feel like you're genuinely excited when it meets or exceeds its targets.
A quick compliment or shout-out in Slack is usually enough to make employees feel like their job was well done.
You can take it a step further by incorporating incentives that reward employees for special achievements.
It doesn't have to be anything crazy expensive, like a free month of vacation or a Tesla. A digital gift voucher for a coffee is enough to show your appreciation.
When remote workers feel this kind of love, they are bound to stick around longer and work harder. And as a manager, you can't ask for anything better.
Treat your high-performing remote team right and they will behave right towards you
Those : profit.co
These five simple steps will ensure your remote team performs at peak performance - even if you're thousands of miles apart.
None of these tips are complicated or time-consuming, but they do require a little thought and planning on your part. Use this outline as a starting point and feel free to add your own ideas
You can for example weekly Video calls Organize with your team to exchange ideas and discuss the excellent work. Or, come up with your own ideas for incentives to personalize the experience for each individual.
By following these tips, you'll build a stronger remote team that exceeds all your expectations - and may even exceed what you were used to when everyone worked under the same roof.
