In the past year, managers have had to shoulder an array of new responsibilities, provoked by the widespread adoption of remote work caused by the ongoing pandemic. Employees typically regard their superiors as a wellspring of support in the workplace, providing them with information, exemplifying company culture, offering counsel, and supplying technical expertise, all to keep pace with contemporary professional environments. As businesses prepare themselves for the future, they are embracing the idea of remote or hybrid working as part of their long-term plan, representing a significant departure from the conventional definition of management.
The Priority: Productivity and Telecommuting
Prior to the pandemic, employers were primarily concerned with maintaining productivity levels in their remote workforce. Some companies adopted time tracking software and designated managers to supervise output. Nevertheless, this approach and its associated management style are not conducive to the continuous nature of remote work.
In order to build trust with their team members, it is essential for managers to give priority to this aspect of their role. Micromanaging should be avoided and replaced by a more facilitative approach. This involves introducing appropriate tools and communication channels that enable remote work, being flexible with employees who need to attend to personal matters at home, and providing support in resolving technical problems such as operating system or WiFi issues.
Evaluating the productivity of a remote team may be unfamiliar territory for many managers, but the fundamental principle remains unchanged: putting trust in team members. For additional guidance on how today’s managers can oversee the output of their remote staff, we recommend reading Damian Scalerandi’s article on Forbes.
Disseminating Information Is of Utmost Importance
Possessing an effective communication strategy is indispensable for remote work, since communication plays a crucial role in the success of such a working model. Nonetheless, remote managers should be wary of over-communicating, as it may give employees the impression that they are being micromanaged.
At Works, remote managers are advised to engage in daily communication with their teams, focusing on three areas: progress from the previous day, planned activities for the current day, and the manager’s support in ensuring that the team meets its objectives. Furthermore, it is suggested that managers allocate at least 30 minutes each week for individual conversations with team members.
Remote managers bear the responsibility of selecting appropriate technological solutions in order to facilitate team communication and collaboration. At Works, managers utilize project tracking software to assign tasks and track progress, thus decreasing administrative burden and minimizing redundant discussions.
Damian stresses that even though new technology and platforms will always emerge, the key to establishing successful long-term operations is to have confidence in your workforce. He opines that remote work seems to have become a permanent aspect of modern working practices.
The Role of Leaders in Remote Work for Managers
A remote manager should adopt a leadership approach rather than an authoritarian one. During this period, employees will be seeking guidance from their managers, and it is crucial that they perceive their managers as providing them with support in their professional and personal lives. With acknowledgement to Damian Scalerandi.
Works’ management implemented these methods 12 years ago when the company was initially established as a distributed organization, prior to the outbreak of the pandemic. For example, when Damian began remote work in 2023, video conferencing was not commonly used, and effective internal communication played an integral role. His experience of collaborating with teams across the Americas, Europe, and Latin America emphasized the significance of creating a dependable environment.
He stresses the significance of establishing trust with his team from the beginning, which fosters open collaboration and successful projects. He maintains that managers should exercise patience to cultivate a culture of trust in the workplace. In order to prevent micromanaging, it is important to be tolerant and empathetic, with breaks from work being a crucial aspect of the workday.