Top 10 Qualities of Effective Remote Managers

A recent article published by Inc. recounted an experiment conducted by Google back in 2002 to determine the necessity of managers. Contrary to the assumption made at the time, the experiment found that managers are indeed essential for success. What the experiment did uncover, however, is that the most successful managers share eleven common characteristics. For those looking to be successful in leading a remote and borderless workforce, it is important to possess these traits.

In order to be successful as a remote manager, you must have these qualities.

  1. Be an effective mentor

    Mentoring can be beneficial for employees in any work environment, but it is especially critical for distributed teams who lack the opportunity to interact socially. The most successful remote managers act as coaches, providing guidance to their staff members to help them work more productively. In addition to helping their teams to progress professionally, they also teach them to maintain a sense of enthusiasm and motivation within the team.
  2. Instead of micromanaging and focusing on empowering your people, focus on empowering your people and then micromanage

    Although micromanagement is rarely beneficial in a business setting, it can be particularly detrimental when dealing with a remote workforce. When a manager sends an excessive number of emails and messages to a single employee concerning all aspects of their role, it demonstrates a lack of trust in the team member’s abilities. This lack of faith in the employee’s capability can be damaging to the morale of the team, and ultimately limit productivity.
    The most successful managers demonstrate trust in their remote employees, granting them the freedom they require to create outstanding outcomes without continual oversight. By investing faith in their distant personnel, these supervisors are able to foster a productive working environment where individuals are empowered to take ownership of their own work.
    Building a successful business starts with securing the most qualified personnel. With the advent of telecommuting, this is easier than ever before. Once the right individuals have been recruited, it is then important to provide them with the autonomy they need to reach their full potential in their roles. Establishing trust between the employer and employee is essential in creating a productive and successful environment.
  3. Make sure that team members are prioritised in terms of success and happiness

    Organisations are increasingly turning to hybrid models of both remote and traditional office staff, which requires managers to foster strong morale and a unified sense of purpose. However, it is important to note that remote team members may experience a decline in performance if they are geographically distant from their colleagues and unable to experience the corporate culture. It is the responsibility of supervisors to ensure this does not happen.
  4. Focus on getting things done

    For many years, the number of hours a person spends on the job has been seen as a measure of their productivity. However, as more and more people are working remotely, managers should shift their focus away from hours worked and towards the accomplishments of their employees. Regardless of where and when an employee works, as long as they are productive, their hours and location should not be a major factor in their performance evaluation.
  5. Through active listening and conversation, learn from one another

    For centuries, businesses have recognised the importance of effective communication. In the modern era of remote workforces, it is essential that managers make every effort to clearly and regularly communicate with their employees, no matter where they are located. It is essential that all personnel receive accurate information at the right time in order to ensure the organisation’s success.

    As a leader in engineering, it is essential that you become well-versed in navigating the digital space. To ensure that no one on the team feels overwhelmed, it is imperative to strive to understand the emotions of your remote workers. To ensure the success of those working from a distance, it is necessary to provide them with access to human resources, supervisors, and the required technology.
  6. Make sure your team knows exactly what it wants to achieve

    Without a clearly-defined strategy, workers will inevitably experience failure, as previously discussed in the Inc. article. It is essential for a manager of a remote team to involve all team members in the creation of a comprehensive action plan.
  7. When communicating performance results, discuss them with employees

    It is essential to recognise the mistakes that could be made when managing remote employees and ensure that they are not excluded from opportunities to progress in their careers. It is also essential to express appreciation and let them know how much their contributions are valued.

    Help your team members to overcome their challenges, unlock their full potential, and recognise their talents. It is much more difficult to progress in one’s career when one is not present in person with their supervisors and colleagues.

    As an engineering leader, it is highly recommended that you schedule one-on-one meetings with each of your team members. Although such meetings may not seem significant at first, they are actually the most essential element of your leadership responsibilities. By fostering a platform for open dialogue and collaboration, one-on-ones can help your staff reach their fullest potential and maximise their contributions to the team.

    It is essential to invest time and energy into the people who are important to you. As a former IBM technology leader once said, “Success requires a great deal of hard work and dedication, and is nearly impossible to achieve without constructive criticism and feedback.”

    The speaker emphasises that managers should not view one-on-ones as a platform only for providing input, but rather as an opportunity to listen to their workers and address their concerns. This is an essential part of being an effective leader.
  8. Be able to lead the team by providing knowledge

    Highly-skilled managers are essential for successful distributed teams, as they provide invaluable guidance and establish a culture of respect and loyalty. Such qualities are especially beneficial for teams which do not have the opportunity to engage in face-to-face interactions with their supervisors. Furthermore, the leader of a distributed team should have a level of expertise that surpasses even that of the team’s most accomplished members.
  9. Team up

    In order to ensure successful team collaboration with distributed teams, managers must stay abreast of the latest communication and video conferencing technologies. They should also motivate their employees to explore new tools, and provide feedback on how to improve existing ones. This will ensure that all team members have the necessary tools and resources to effectively collaborate with one another.
  10. Be good at judging situations and matters

    It is essential to have someone in a leadership role who is capable of taking swift and proactive decisions for teams that do not have clearly defined boundaries. Without such a figure, a remote workforce may become less engaged and have a tendency to think that certain tasks are not their responsibility.

Read here.

It is imperative that the project manager communicates the direction of the project to all remote teams, making sure that everyone involved is well aware of their individual roles and responsibilities. Furthermore, it is essential that the project manager is reliable, creative, and decisive in order to ensure the successful completion of the project.

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