The evolution of remote work has reshaped the dynamics of modern organizations, presenting both challenges and opportunities. In this era of virtual teams, it has become essential for leaders to understand how to effectively manage remote workers, which can require specific tactics that differ from managing in-office employees. This article explores the nuances of performance management and development for remote workers, addressing key strategies and insights to empower leaders to navigate the complexities of virtual environments.
Use the Right Tools and Technology
As a leader, you'll want to use multiple platforms to communicate and work with your team. Each tool will serve a different purpose, and having multiple channels for communication makes it easier to accommodate different team members' needs, preferences, and perspectives. Some of the top applications and platforms you can use to keep your team connected include video conferencing (Teams and Zoom), email platforms (Gmail and Outlook), instant messaging (Slack and Teams), document and whiteboard sharing (Drive and Figma), internal wikis (Notion and Guru), and project management platforms (Asana and Monday.com).
The goal is to be flexible enough to accommodate different remote working styles while enabling regular communication. These tools can provide opportunities for virtual brainstorming sessions, collaborative problem-solving, and cross-functional initiatives in order to nurture a sense of collective creativity among remote team members. Openly sharing your own communication preferences can encourage employees to do the same, leading to greater understanding and trust with team members. Some options for you and your team to learn more about communication styles include the Myers-Briggs Type Indicator (MBTI), the DiSC Profile, or the Communication Style Inventory (CSI).
Communicate Clearly and Regularly
Clear and consistent communication is essential to help leaders identify and overcome the challenges of remote communication. For example, active listening, the act of interpreting tone and emotion rather than simply the speaker’s words, is an important best practice in remote workplace culture. Leaders must be proactive in modeling this behavior within their teams to improve understanding and build rapport among employees.
A few more of the best methods to model consistent communication include:
• Team meetings provide a structured platform for everyone to share progress with ongoing projects and promote a sense of connection and accountability among team members.
• Regular one-on-one check-ins help leaders build strong working relationships with direct reports, allowing time to give personalized feedback and assist with individual challenges to support the growth of each team member.
• Agendas provide a clear structure for team and 1:1 meetings, helping attendees stay focused and on task. Keeping agendas in a central, accessible platform will also enable team members to add discussion items as needed, fostering a sense of autonomy.
• In any update, write down key discussion points, action items, specific expectations, and deadlines. These notes provide a documented record that anyone can reference later for accountability, follow-up, and continuous improvement.
Feedback is another crucial form of communication in remote performance development. Leaders should devote part of their one-to-one meeting time to providing individual team members feedback about their work, both through praise and constructive critique. Feedback ensures a mutual understanding of expectations and empowers team members to course-correct when necessary. The flow of feedback should go both ways; when team members share their perspectives and insights on their working experience, it enables the team leader to grow.
Create Trust By Serving Others
Open communication and active listening can help create trust in a remote work environment, as can servant leadership. A "servant leader" puts the needs and growth of their team members first, aiming to serve and support them to succeed. Demonstrating your trust in a virtual setting will go a long way because autonomy is highly valued among remote workers and can lead to greater retention and job satisfaction. Empower remote workers to make decisions within their areas of responsibility rather than trying to micromanage.
You can also build trust with your remote team by encouraging them to take regular breaks, rest when needed, and establish a healthy work-life balance. Emphasizing the importance of rest and work-life balance shows remote workers that you care about their well-being. This balance can help reduce burnout and enhance their overall mental health, which, in turn, boosts motivation, productivity, and sustained high performance. With this support, employees can better maintain focus and engagement in their remote work.
Another way that servant leaders can build trust with their remote teams is to focus on results and outcomes rather than hours worked. For example, employers should set clear, realistic expectations for employee performance because being unclear can leave employees feeling untethered — leading to inefficient work, while unrealistic expectations set employees up for failure, burnout, or both. Setting a framework for metrics and measurable output allows for flexibility in the diverse strengths and needs of team members. It shows that you care about their contributions and want to see them succeed.
Establish a Strong Team Culture
The physical distance inherent in remote settings can sometimes make it difficult to build a strong culture among your team. As a leader, you should model and encourage your team members to take some time to casually chat via video about non-work topics. These discussions build stronger interpersonal connections and enhance collaboration and trust. On that same note, if you use messaging platforms that include multiple channels, dedicate a few to non-work topics. These channels can provide a substitute for in-person "watercooler chatter," enabling relationship building and fostering a sense of camaraderie.
Structured team-building activities for remote teams, such as virtual escape rooms, trivia games, paint-alongs, or cooking classes allow teams to work together toward common goals. This type of informal communication is another way to build trust among coworkers and create interpersonal relationships. Team members will gain a deeper understanding of each other's strengths and working styles, which contributes to improved overall team dynamics. The collaborative nature of these activities promotes effective teamwork, sharpening problem-solving skills and encouraging creativity. These activities also contribute to increased employee satisfaction, motivation, and a sense of belonging, ultimately creating a more tightly-knit remote team.
Utilize Remote Workplace Training
Optimizing employee performance in the realm of remote work requires strategic leadership and a nuanced understanding of virtual dynamics. As organizations continue to grapple with the challenges of remote work, nurturing leaders equipped with the knowledge and skills outlined in this article becomes paramount. From establishing clear performance metrics and improving communication to fostering innovation, addressing employee needs, and leveraging quality feedback, organizations can create an environment where remote teams thrive.
To meet the evolving challenges of a successful remote culture, organizations can utilize EasyLlama’s remote work training courses, including Leading Remote Performance Development, Building Remote Work Culture, Cybersecurity for Remote Workplaces, Harassment Prevention for Remote Workers, and more. Our fully online training meets remote workers where they are, using real-life scenarios specific to work-from-home culture and interactive quizzes to engage learners. Access your free course preview today to learn more!
