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-on-1s. A possible weekly 1-on-1 face-time is important for building a relationship and trust.
- Spontaneously message or call to check in and see how your team is doing. It can be a two-minute conversation or longer where they talk, with no agenda.
- Office hours. Have a weekly block of office ours available on your calendar where any of your managers or team members can book a slot, since they can't walk by and ask you to chat.
- Reviews from 2 - 4 times per year. Weekly/bi-weekly check-ins and 1-on-1s are good for the near term, but reviews are needed for a more zoomed-out view.
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The idea is part of this collection:
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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 plac...
Set expectations
- If this is a new process you are putting in place at your company/in your team, be transparent about it.
- Be clear that you do this with all employees who work directly for you.
- Book a regular cadence of 1:1s. They should not be ad-hoc. It’s ok to skip one...
Why 1:1’s are important
- Making time for an individual says you give a damn about them as a person.
- The 1:1 is the only forum where you can have an honest, private, conversation with each other about what’s really going on.
- This is a routine opportunity for you, as a manager, to asse...
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