As we continue to manage teams remotely, here are some helpful tips for active engagement:
1. Set expectations early and often: in a state of uncertainty and rapid change, your team will have questions; be accessible and provide clarity on priorities, milestones, performance goals and more.
2. Be organized and flexible: provide staff with the flexibility to put in their hours in the morning or evening. Remember, personal circumstances vary. Communication is key, and providing flexibility can be a win-win solution.
3. Adapt the length of meetings: consider short huddle meetings, when feasible, instead of your typical 60 minute duration sessions.
4. Emphasize communication: communication is crucial because it keeps staff apprised of deadlines, available resources, challenges and expectations, including work schedules. Consider which communication tool best fits the team's culture—e-mail, texts, phone calls, zoom—and find that balance between constantly pinging employees with e-mail and radio silence. Communication may differ among employees.
5. Remember to listen: The most successful managers are good listeners, communicate trust and respect, inquire about workload and progress without micromanaging, and err on the side of over-communicating.
6. Build connections and be available to your teams: Many workers feel isolated and disoriented in this new work reality. Share positive feedback, open a fun skype chat, or try and 'grab coffee' together via zoom—whatever helps maintain a sense of normality [and] solidarity and reminds everyone they're not an island working alone.
7. Resist the urge to micromanage: Regular one-on-one check-ins help managers avoid micromanaging, while still enabling them to keep a pulse on employees and provide them with an opportunity to ensure feedback goes both ways.
8. Celebrate success: Managers should also look for opportunities to celebrate the same work milestones that would be celebrated in the office. Consider virtual zoom celebrations, they are more personable than an email.
