Leading with appreciation - Deepstash

deepstash

Beta

deepstash

Beta

How to build trust with employees (especially when you can’t see them)

Leading with appreciation

With employees out of sight, it's essential to address issues promptly.

One good approach is to lead with appreciation. Harsh feedback will likely lead team members to react defensively, rather than taking your comments as constructive. A study found 57% of employees prefer corrective feedback to praise or recognition. Video is also better than a voice call, where body language and facial expressions are lost.

40 SAVES


EXPLORE MORE AROUND THESE TOPICS:

SIMILAR ARTICLES & IDEAS:

Disrupted Routines
Disrupted Routines

Our focus and attention span is our most important asset, and the constant disruptions keep derailing us from our activities, with our brains shifting and wandering all the time.

This is further compounded with the uncertainties of today, where finding peace and focusing our mind is fast becoming a luxury.

Our Minds Nee Reflection

Just jumping from one task to another in your to-do list or calendar does not help the mind absorb anything or learn.

The mind needs reflection time to digest information, filter out the mind-noise and convert meaning into learning. It pays to sit back and reflect, even if you feel irritated, vulnerable or bored.

Embrace Change

From online learning for school kids to contactless delivery of Amazon products, the ongoing pandemic has already shown us many social, economical and cultural changes.

Embracing change and the new ways of doing things that were not feasible or acceptable earlier is the way forward, and makes us ready even in times of uncertainty.

The challenges of hybrid teams
The challenges of hybrid teams

Most companies embracing remote work also have dedicated headquarters. But remote-ish teams have even more communication and collaboration challenges than fully remote teams.

For example, in hybrid teams, remote employees are often left in the dark. Office workers are often heard, recognized, and promoted, while remote workers are forgotten.

Remote-friendly vs remote-first

The single biggest mistake companies can make is to opt to be remote-friendly instead of remote-first. Companies often accept the idea that remote is the future of work without creating an inclusive culture to ensure it works for everyone.

  • Remote-friendly environment: Employees are allowed to work remotely, but work is not optimized for it. There is a disconnect between office and remote employees and team meetings exclusively occur in a co-located time zone. Water cooler chat is a space for key decisions and presence is correlated with meaningful work. Communication is synchronous-first. Managers must work in the office.
  • Remote-first companies: Employees are empowered to adopt remote work. Real-time meetings are kept to a minimum and recorded. Decisions are made online and performance is measured by output, not by hours worked. Communication is asynchronous-first. Managers are encouraged to work from home.
Connecting a remote-ish team

Hybrid companies function best when the entire company is optimized for remote work. Successful hybrid teams set up processes to help their remote workers thrive alongside their office teammates.

Leadership must acknowledge the various challenges remote workers face and create solutions. Create a remote work policy that keeps remote workers and contractors from feeling like second class team members. Remote workers should feel fully connected and not missing a thing.

Make Time To Connect

Workers crave a sense of authentic connection with others and the best way to do that is by bringing people together in person. But it's not always a viable alternative.

One way to do that is to try to give everyone the same day off, give people a “theme” for an activity of their choosing on that day, and find a way for the team to share their adventures. This could be during a team call or a shared photo library.

Communication
  • Set clear expectations and make an effort to be a good listener.
  • Set clear boundaries. Establish a preferred time for communications so you feel respected and acknowledged.
  • Get to know others. Remote workers often have purely transactional interactions. Listen to people and get to know them.
  • Update people on what you’re working on and your availability
Use Shared Experiences

A co-located office develops its own personality through inside jokes, shared experiences, and a collaborative environment. A remote team needs to develop something similar.

Creating specific Slack channels based on interests and book clubs where the company funds the books are the easiest ways to do this for remote workers.