How to manage remotely?

How to manage remotely? Today even more than before, “teleworking”, the management of remote teams - or working from home - has become more than a trend; it is necessary, even vital. It is now a necessity for companies whatever their size (very small businesses, SMEs, large groups).This implies a flawless organization of companies. There are thousands of managers, team leaders who suddenly find themselves managing a completely remote and teleworking team, whereas previously the pace was more "direct" and the way of managing went through a "physical" presence with sometimes weekly meetings to steer the activities. Also, this is the first time you have to do it and you probably haven't had much time to prepare. I had written several articles in particular: why and how to transform your company in the digital age and also the steps to define your digital strategy, or how to manage change management with digital? Today to learn more about how to manage effectively from a distance? I offer you a complete article: read on:

WHAT IS REMOTE MANAGEMENT?

Beyond the particular period that we know when managing your teams remotely has become, in fact, vital, there are several reasons why this trend continues and will continue to grow. Moreover, beyond this period, where remote management with digital is developing, it is certain that companies will be more and more "tempted" also to set up teams and also to hire remotely. :

Remote management: why did it happen?

The rise of so-called “nomadic” work: with the Internet, many choose to live and travel the world instead of living in the same place. Rising Cost of Living in Cities: With many cities seeing the cost of living skyrocket, there are big savings for businesses by hiring someone who lives somewhere cheaper. The development and access to global communication tools: with Skype, Zoom, Slack, Trello, Google Drive and Hangouts, We transfer, Doodle for example, and many other online tools, communication between Today, finally, the distance is no longer one. As a company, and as a leader, it will and “must” be essential to think about a strategy for recruiting and managing employees remotely with so many talents accessible all over the world. There are advantages and we will see it in the management of remote employees, but also obstacles and it is not always so easy for managers. What are the challenges of this new way of working and managing its teams? “Companies that will be able to manage their teams remotely thanks to digital will survive, not the others”

THE CHALLENGES OF REMOTE MANAGEMENT

Remote management forces us to think about the internal organization in the company. In addition, there are many challenges, in particular 5, for so-called “virtual” remote team management.

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1. Communication problems

This is the cause of almost all other management and management problems, especially from a distance. Managers are the pilots of projects and their team so they must be extremely efficient to communicate on the strategy, the issues, the vision of the company and understand what is happening within a team. Effective and effective communication is the cornerstone of any successful group and team. It is particularly crucial for remote teams. Coordinating the members of a virtual team can be difficult and communication can be a big hurdle for many companies trying to set up remote recruitments. When communication declines, a number of problems arise. Of course, job progress suffers, but employees can also feel isolated from the team and the company. As interactions and discussions become less frequent or slower, it tends to lower morale. It is therefore crucial to prioritize communication in all its forms.

2. Organizational difficulties

Working with a remote team offers the possibility of increasing productivity, but managers also have to overcome some inefficiencies associated with the “virtual”. For example, one of the most difficult challenges is managing workers in multiple cities, countries, or even multiple time zones. Remote management: When all of your employees, virtual or otherwise, are in the same geographic region, it's easier to set clear expectations for hours worked. However, if your remote employees are located around the world, coordinating work time can be more difficult. Plus, it can be difficult to tell if your team is performing well. Do they regularly connect to company tools to work on their projects? Are customer support questions answered? If you wait for a virtual employee to respond to a crucial email, it quickly leads to unnecessary downtime and lost productivity.

3. Linguistic and cultural barriers

These differences can affect how employees interact with each other, how they prioritize project tasks, what they see as success, etc. Managers must learn to deal with these differences in order to reap the full benefits of a global remote team. “Virtual” teams should be particularly aware of management issues such as favoritism. This means preferring “specific personality types” or “communication styles” that appeal to them and avoiding others or creating extra distance with employees less close to you. It is natural to have an affinity for someone who has similar work habits and processes to you. Remote companies are often concerned with efficiency and getting things done, so people tend to choose their default preferences to complete tasks sooner. Over time, this will result in resentment and an overall decrease in your team's productivity . A habit of favoritism also excludes people from different cultures, which could limit the number of people you can hire, taking away one of the main advantages of remote teams.

4. Monitoring employee performance remotely

A big challenge in managing employees remotely is making sure they complete all of their tasks on time, efficiently, and according to your company's guidelines. For managing remote employees , this will just be about making sure all of their projects are completed and delivered on time. For others, it is more important to engage in work for a fixed number of hours per day. Either way, tracking their performance can be difficult .This leads to two main challenges for leadership in virtual teams: ensuring that all work is done and that virtual employees are using their time effectively, efficiently and appropriately.

5. Lack of trust and cohesion within your team

Face to face interactions and daily communication create feelings of belonging and connection within the group. With a remote team, you don't have the same advantage, which can lead to a decrease in trust and cohesion between you and your employees and even between the team members themselves. Especially important are team building and trust building exercises .Managers need to be able to trust their employees and give them a lot of freedom. If you are prone to "micro-management" you may never feel comfortable with the freedom teleworkers have to complete projects at their own pace and according to their own work style.