There are differences between handling a remote workforce and managing a conventional team. Remote workforces come across several different challenges, and a lack of strong leadership possibly makes workers less active, lacking in commitment, or even close their communication lines. Here, we will discuss some of the mistakes that remote managers commonly commit. It is not an easy task to handle a remote workforce; managers have to overcome several hurdles. Avoiding the following mistakes will simplify your job as a manager, and it will allow you to get a much more effective workforce.
Not Remembering Frequent Performance Reviews
Whether or not they are remotely-based, every worker requires frequent feedback, criticism, and words of approval. Besides the recognition, workers require support in addressing potential areas of improvement. Frequent reviews of performance are a means to make them continuously strive and to confirm that they put in their best efforts throughout the year. You should contact your workers to talk about their performance at least quarterly. Send emails to them with comprehensive feedback or do a conference call with them. It does not take require a lot of time to do these, and they are likely to bring about great results.
Disregarding Team Interaction
There are few positions as isolating and secluded as remote positions. Team members are likely to think that they do not know their colleagues sufficiently well to talk to them about doubts or concerns. For changing this, execute frequent team interactions, like weekly questions to aid workers in getting to know each other, weekly internet-based games, and monthly lunches through video conferences.
Being Weak In Your Communication
It is important to communicate with team members who are away from your main office. When starting a project, you must talk to them about relevant details to get amazing outputs. Even when there are best intentions, hurdles can come about, possibly causing many days of dialogue in order to deal with the problems. Stay on hand to your workforce and reply to them to make every member as effective as possible, plus to reduce friction which possibly causes discontent and frustration. Implement effective systems and tools for communication, plus inform your workers about when you want them to reply to you.
Micromanaging
Several workers move to remote roles due to the liberty that these positions have. You would like to establish what you expect from workers from the get-go, but give them a certain amount of leeway. When you let employees work at whatever time is appropriate for them, try not to be disappointed over not receiving quick responses to your emails. Mention the things you expect from them in your ‘work from home policy’, and give workers freedom, provided that they fulfill those things.
Recruiting Too Fast
All people are not suitable for remote roles. Some workers might want to mingle with others and enjoy a conventional office culture, or they might not have the discipline for remote work. Look to recruit people who have remote work experience and who showed their ability to fulfill the requirements for this form of work. Also, avoid hiring any person who approaches you for jobs.
