Learn the Tricks of the Trade for Keeping Your Team Inspired

As a Works Manager, it is your key responsibility to guarantee that your team delivers remarkable outcomes by fulfilling both customers and business requirements. A successful leader is someone who can maintain an overall perspective of the situation. They are efficient in encouraging each individual member of the team to deliver their best. According to a survey by Ultimate Software, a human resource management company, 71% of Managers were confident in their ability to instigate their team. However, only 44% of employees felt their managers could motivate them to deliver their best.

When teams are dispersed geographically, remote leaders face the challenge of figuring out how to have a substantial impact. The difficulty encountered when team members work in different locations is that arranging team building activities, i.e., brainstorming sessions, away days, and after work socials, becomes more complex. Our blog post “Smells Like Team Spirit” talks more about this concept. Unfortunately, members based in different locations miss out on the sense of belonging and shared feeling of purpose that such events bring.

For aspiring managers eager to transition into leadership roles, the Offical Space movie offers four strategies for getting the best out of their dispersed teams. If you plan on hiring exceptional talents from foreign countries, then Works is the ideal partner for your recruiting needs.

Encouraging Collaborative Understanding

The Office Space sitcom introduced one of the most treasured characters Milton Waddams, who earned universal dislike from his co-workers and supervisors, but was loved by viewers due to his constant muttering and relentless search for his missing stapler. While his predicament was amusing, it could be an actual fear for telecommuters. The quickest approach to suppress an employee’s spirit is to neglect them, particularly if they are working remotely. Therefore, it is essential to have regular check-ins with everyone. Lisa Quast, an experienced career counsellor and author, shares this opinion and advises that these scheduled meetings should be an opportunity for more than just making your points and ending the conversation. “To make these meetings more productive,” she recommends that “change the dynamic in such a way that instead of instructing the employees, the employee has the chance to provide an update on their work and explain any support or assistance they may require from you.” Starting the meeting with “What’s going on?” is a proven way to encourage engagement, and Lisa emphasizes that it should be done in all sincerity.

At Chotchkie’s, Joanna faced a challenge that is all too familiar in modern work environments, a managing boss who micromanages and fails at effective communication. Things reached a boiling point when her employer insinuated that she was not following instructions, solely because she wore more than fifteen flairs. Individuals with experience leading remote teams have explained that there is a high possibility of miscommunication when face-to-face meetings is not possible. Keith Ferrazzi, the Chief Executive Officer of Ferrazzi Greenlight, suggests that all managers should “establish clear expectations beforehand and create clear directives on how they should engage with their team.” It is equally important to provide instructions in a consistent and clear manner.

Motivating through Exposure to and Involvement In

Samir Nagheenanajar and Michael Bolton, two skilled programmers at Initech, face the unfortunate reality of feeling neglected and undervalued despite their dedication to their roles. This can have a detrimental effect on morale, as Professor Brene Brown, an expert in motivational research, highlights. When an individual’s talent is not fully utilised, it can lead to a sense of unrealized potential, initiating emotions such as sadness, anger, judgement, grief, and humiliation. It is thus crucial to acknowledge and appreciate the strengths of employees, which can promote a positive and efficient working atmosphere.

Progression opportunities and acknowledgment for dedicated efforts are the most powerful motivators. A survey by Execu-Search found that 76% of millennials deemed the prospect of career growth one of the top advantages of working for a company. The goal of career development should be feasible.

Businesscollective has indicated that recognition is the “key to motivation” due to its significance. When supervising dispersed workers, offering constructive feedback is important; however, this can have an adverse impact on their eagerness, work ethic and general outlook. As per Hubstaff, since “some managers only communicate with remote employees when something goes wrong,” actively acknowledging their efforts must be planned and integrated into their management approach. Inadequate morale often results from inadequate communication and recognition. Therefore, it is crucial to go the extra mile and provide remote workers with compliments and encouragement. Dustin Grosse, COO of Clearslide, endorses this idea; instead of micromanaging and overseeing their progress while they work diligently, it is more impactful to acknowledge their overall productivity.

Inspiration Originates from You, So Please Take Charge

As Peter departs from his meeting with the Bobs, he expresses his goal of not being “hassled.” It is crucial to determine if employees feel inspired or annoyed by one’s presence. If it is accurate that individuals perform better when they are left alone, then this could be positive news. Self-reliance is achievable when remote employees are provided with training and appropriate guidance. Sheryl Sandberg, Facebook’s Chief Operating Officer, has also addressed this subject. She stated that “Leadership entails making people better as a result of your presence and ensuring your impact continues even after you depart.”

As a manager, it is crucial to exhibit dedication and possess excellent communication skills when inspiring your remote workforce. Instead of neglecting them, it is necessary to provide them with honest and regular praise. Micromanaging is not advantageous, but setting clear and attainable objectives and permitting them to work independently is a better approach. A survey conducted by Ultimate Software indicated that 50% of employees would turn down a 10% salary hike to stay with their current employer, given that they had an outstanding manager. Our article ‘Great Expectations – How to Get your Remote Team on the Same Page’ proposes that ‘managers should have periodic check-ins to address any concerns and identify any unexpected challenges.’ Therefore, keeping in touch with remote staff and providing them with the necessary assistance to achieve success are vital aspects of management.

By offering your dispersed team feasible objectives to work towards and providing both constructive feedback and positive reinforcement, you can guarantee that they stay motivated and inspired. Inspiring them to pursue growth and acknowledging their efforts can significantly help them stay enthusiastic and focused.

In case you haven’t watched the iconic Office Space, it is best not to reveal the ending here. However, it is safe to say that ineffective management at Initech ultimately caused their downfall. It is important to remember that inadequate management of a team can have dire consequences. Fortunately, by following appropriate guidelines, you can guarantee that your dispersed team is managed in a way that does not adversely impact your organization’s objectives.

If you possess the management skills to help your dispersed team achieve their potential, it is an excellent time to elevate your career. Pursuing a profession as a motivational leader could be the ideal opportunity to demonstrate your value and create a significant impact. Contact Works today and explore how you can make a positive difference.

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