Working from home has become standard practice for many since coronavirus restrictions came into force in 2020. According to data from Statista, the number of people who worked predominately from home in 2020 reached 5.64 million.
With organisations benefiting from reduced overheads, increased productivity levels and the opportunity for wider talent pools over the last 18 months, many have made a permanent move to remote or hybrid working models. It has presented a paradigm shift for some organisations and a fresh set of challenges to overcome, certainly for those where this is a relatively new way of working it will force managers to raise their game and improve office and home working life for all.. For example, how can you be an effective manager to new hires if you are not physically present? And how can you ensure your team is working effectively and motivated when they’re at home?
Becoming inspiring leaders
Successful remote managers understand that organisation, communication, and passion are crucial for engagement, role satisfaction and productivity. It requires a shift from the traditional management style of being reactive and taking control of tasks to becoming a proactive leader and inspiring people to work effectively.
If management is about counting value, leadership is about creating it. Applying leadership principles is much more effective for managers looking to get maximum engagement from their teams. Here are some practical tips for effective remote workforce management:
1. Clarity.
From the outset, set and manage the expectations of your team so they know what’s required of them and what they should expect of you. This should include how you will keep each other updated and how frequently. Nothing different here to pre-pandemic management but now what’s important is how you replace those adhoc touchpoints and moments of support and learning.
2. Communication.
Having regular touchpoints that are consistent and agreed up front is a key way to overcome the challenge of collaboration, one of the biggest issues of remote working. How this will play out will differ for team-team dependent on experience levels, but having clarity on how and when will help employees understand how they can ask questions or request support. Ensuring regular set touchpoint times rather than on an ad-hoc basis will ensure that you don’t disrupt productivity or come across as micromanaging. But also don’t forget the importance of how you communicate and collaborate in the moment as well when support is needed.
3. Streamline.
Tech for communication has been a game changer and agreeing preferred tools is key to ensure employees don’t become overwhelmed with messages spread across different platforms, whether that’s collaboration tools, email, text or phone calls. Choose one for setting work and measuring outcomes and try to stick to it.
4. Culture.
You need to talk to your team openly about what’s working and what isn’t, and vice versa. Create a feedback culture that enables everyone to speak candidly with you via group discussions or one-to-ones, which will, in turn, help you be open with them about output and behaviour.
5. Results.
Always focus on outcomes rather than the process when setting tasks for your team to ensure productivity isn’t impacted and employees know you trust them to get on.
Protecting employee wellbeing
According to data from the ONS, 80% of employers intending to increase home working in the future cited wellbeing as the key reason for doing so.
While, on the one hand, remote working offers greater flexibility and a better work-life balance, it can blur the line between work and home for some. Additionally, the lack of day-to-day interaction with peers can hinder learning and development, particularly for younger workers.
A February 2021 study by the Royal Society for Public Health revealed how home working impacts people’s mental health. Over two-thirds (66%) of respondents said they felt less connected to their colleagues, with 56% saying they found it harder to switch off from work.
Such data reinforces the importance for managers to address the mental wellbeing of their team. It requires the prioritisation of mentorship over management with greater empathy towards employees’ anxieties and concerns. Key to this is an understanding of each employee’s unique circumstances and home environments and taking these into account in all management approaches and processes.
Need support managing remote teams?
Managing a remote team is not something that managers learn overnight. It requires a dedicated strategy, different skills and a fresh approach.
We understand the importance of developing and nurturing your managers. Omni’s Management Training programmes provide a comprehensive and tailored solution to developing and upskilling managers of all levels, from team leaders to heads of department and directors.
To find out more about our high-impact training programmes, contact our experts today.
