Specific training and tools
A common fear is that employees may work less when they work remotely. This fear is usually misguided, and the desire to micro-manage should be curbed.
- Remote teams should be granted trust and then the right set of accountability and communication structures should be put in place.
- Weekly check-ins and 1-on-1s are critical here to ensure a high degree of consistency and effectiveness.
- When your team is intrinsically motivated, they will do their best work.
- High engagement and performance are results, and not things you can manage directly.
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The idea is part of this collection:
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Manager/Employee Practices
Most of a manager's effectiveness in managing remote teams is when they engage in the right cadence of activities, and the right conversations at the appropriate time:
- Do Weekly check-ins, because you can no longer "manage by walking around."
- Regularly schedule 1-...
Keep teammates accountable
Creating accountability is a great way to manage the work remotely. Accountability is shifted to the teammates, who are now supposed to be responsible for their own work and decisions.
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Improving Engagement And Productivity
A few specific, research-backed steps that can be taken to improve the engagement and productivity of remote employees:
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