In today’s business landscape, remote work has evolved from a temporary solution to a critical strategy for operational continuity. The COVID-19 pandemic has underscored the necessity of effective remote team management, and organizations are stepping up to meet this challenge. However, there’s often a disconnect between implementing remote solutions and operationalizing the processes that support them. These 4 remote management tips will help bridge your missing connection.
Review Current Remote Work Policies
As contact center software vendors responded swiftly to the pandemic, many offered cloud solutions to facilitate remote work. Yet, simply adopting technology isn’t enough.
Companies and remote team managers need to adapt their operational processes to ensure remote teams are productive and aligned. This requires a reevaluation of existing
telecommuting policies typically include eligibility requirements based on employee
tenure and past performance. Given the current climate, these policies need to be more
flexible to accommodate the rapidly changing landscape.
Establish Clear Processes
Successful remote team management starts with establishing clear processes. For many managers, leading remote teams is a new experience, and clarity around tasks and
responsibilities is essential. Teams must understand who is responsible for what and
when. Good communication practices and effective meeting management are crucial,
regardless of where work takes place.
Track Performance
Data transparency also plays a vital role in keeping remote teams aligned and remote
team managers on track. Just because team members are physically apart doesn’t mean
that monitoring their activities should change. Workforce management tools can track
performance as if the team were sitting side by side. Utilizing quality monitoring tools,
such as screen captures and call recordings, can enhance productivity while ensuring
calls are handled correctly. Real-time dashboards and scheduled reports are essential for
maintaining oversight and fostering accountability.
Build a Culture of Trust
At the heart of successful remote management is the need for trust. Leaders must empower their employees to take ownership of their work while providing the necessary
support. Creating a culture of accountability means allowing remote workers to voice their
concerns and share experiences about their new work environments. Building feedback
loops enhances organizational transparency and fosters a sense of belonging among team
members. Ultimately, fostering connections among remote workers and remote team
managers is critical. By prioritizing communication and engagement, organizations can
help employees feel more connected to their roles and the larger mission of the company.
As we navigate this new era of work, it’s essential to remember that staying connected—both personally and professionally—is vital for success. Organizations that adapt and invest in their remote teams and their remote team management will not only survive but thrive.
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Originally posted July 29, 2020 on No Jitter: https://www.nojitter.com/employee-experience/performance-based-scheduling-expectations-impacts-outcomes
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