Supervising remote teams comes with its own challenges, but tackling them doesn’t require specific remote-only management skills. In fact, the same communication, resourcing and feedback skills apply across the board for remote supervisors.
However, these skills need to be deployed in the context of common challenges facing remote employees. Top challenges facing remote employees should not be ignored because they will only grow in importance. They will eventually take on a disproportionate significance, leading to employee dissatisfaction and attrition. Anticipate these challenges as an employer and offer solutions before they become difficult to manage.
Set Clear Goals, Objectives, Deliverables and Deadlines
Remote employees cannot be expected to read between the lines. Managing remote teams’ expectations is a game of transparency, timeliness, organization and communication. Remote employees should have a strong sense of where their deliverable fits in the company’s bigger picture. New hires will need to hear and learn about the company’s vision from multiple people at various levels and from different functions to be able to piece together the bigger picture. This will not happen overnight. Meanwhile, supervisors need to be transparent, timely and consistent in communicating their expectations. This way employees don’t lose sight of their responsibilities as their learning curve becomes steep.
Block Out Time for Team Interaction
Team interaction does not occur often spontaneously in the remote working environment. Team members need frequent reminders to reach out to their peers and colleagues. Managers should think about setting aside time when team members are expected to interact more actively. This will allow new-joiners to feel comfortable reaching out to new co-workers. Longer term, it also ensures that the entire team is on board and present for each other.
Follow Up with Remote Team Members Regularly
While team interaction reinforces cohesion and learning, one-on-one conversations and follow-ups play a critical role in maintaining individual employee engagement. Depending on the situation, these one-on-one touch-points can take place daily, weekly or biweekly. Ideally they should be scheduled in consultation with supervisees. This time can be used to answer questions, discuss strategy, address bottlenecks and ensure the overall well-being of the employee.
Jobkast reaches thousands of bright remote talent worldwide. Sign up, post a job ad for free and start receiving applications with video cover letters now.
