How to Manage Your Remote Team Amidst the Pandemic

Managing employees who work from home is harder than managing a team in one office. The pandemic pushed many teams into remote work almost overnight, and the lessons still apply to any remote or hybrid team. This article covers simple, practical ways to manage a remote team and keep everyone productive, whether your people work from home full time or only part of the week.

Why does regular communication matter for remote teams?

Teams and leaders drift apart quickly when they stop talking. A clear, regular way of communicating with every remote employee keeps the workflow aligned and shows whether people are keeping up a normal day’s output.

Talk with employees about expectations and daily goals. This helps managers track performance and results without guessing, and it gives employees a clear picture of what a good day’s work looks like.

How should managers check in on employee wellbeing?

If every conversation is about work, employees can become frustrated and anxious, and productivity drops. Regular check-ins on how employees and their families are doing, and how they are adjusting to working from home, help people feel comfortable and motivated.

Managers are responsible for helping remote employees feel at ease. During a crisis like the pandemic, that also means calming worries instead of adding to them.

What tools and resources do remote employees need?

A steady workflow depends on every employee having what they need. Managers should check that each person has access to email, shared workspaces and software that lets team members share daily tasks and stay aligned.

Basic resources matter too: a reliable internet connection, a laptop or desktop, and a mobile device. It is easy to assume everyone already has these, but it is the employer’s job to confirm it.

How do you set clear expectations and goals?

For whatever work is assigned for the week or month, managers should spell out clear expectations for every remote employee. These can cover projects, work activities, working hours, and weekly or monthly goals.

The manager should make sure work is finished by the deadline. At the same time, avoid micromanaging how people get there. Within the deadline, employees should decide how best to complete their work.

Why should managers trust employees and stay flexible?

Even when the workload seems endless, trusting employees with their work and their deadlines pushes them to perform better. It also builds motivation and helps them do well day to day.

Trust gives managers room to offer flexibility to remote employees, and teams notice and value that.

How can you keep remote employees engaged?

Work comes first, but hosting online activities now and then helps employees feel refreshed and brings more energy to their work. It can also make them like working for you.

Instead of only pressing on deadlines, try strategies that make your virtual workforce more productive over time. Online group activities are one example. Choose what fits your team’s culture and morale.

Key takeaways

Remote work proved workable during the pandemic, and many teams have kept it. The extra time employees and managers gain with their families can support mental wellbeing, which shows up in their work. By communicating often, checking in, supplying the right tools, setting clear goals, trusting people and keeping them engaged, managers can lead remote employees effectively.