The pandemic forced many businesses to shift to hybrid or fully remote teams. The transition was challenging for some companies, and many managers are still learning and adapting to managing their remote teams.

If you are still learning to manage your remote workers effectively, here are 5 effective strategies for managing remote teams.

Trust your Remote Teams

Nothing brings out the best in an employee like managerial trust. Trusting your employees to self-manage themselves to complete tasks and accomplish goals increases their trust in you as a manager. They become more confident, more productive, and more capable. Limit yourself to quick morning meetings and check in on progress only when necessary.

Host Daily Meetings

Tracking your team’s progress may be complicated when your team is remote, but it is not impossible. Beginning each day with project-oriented meetings ensures you are all on the same page professionally. Daily meetings allow your remote employees to manage their own time. They also allow you to give them your full attention once a day while avoiding micromanaging.

Encourage Communication

Regarding communication, work-related communication is only part of the equation. Employees need to know that you are not only invested in their work results but also in them as a person. Take moments to reach out to employees, especially ones you don’t usually speak to. Be empathetic, and never let your employees forget that you see them as people first. This should be a daily exercise in building communication and company culture.

Provide Time and Space for Building Connections

It’s also important to note that improving company culture means encouraging employees to build connections with each other. The best way to do that is to provide time and space for employees to build those connections. This may seem difficult with a hybrid or remote team, but many virtual opportunities are available to bring people together. Team members can come together for games, a virtual happy hour, or other online team-building activities.

Lead with Empathy

Psychological safety is a vital element to create for your team, especially for hybrid and remote teams. You can do this through all of the ways listed above and more. Create a shared purpose for your team members, ask for their perspectives on projects and new hires, and create opportunities for bonding. Then sit back and watch as their confidence and productivity soar.

Conclusion

Managing your remote or hybrid team doesn’t have to be complicated. Keep the strategies above in mind and you’ll be well on your way to effectively keeping your teams aligned and productive.

If you’re searching for a leader to lead your remote team, ABBTECH can help!

Building an effective remote onboarding program can be tricky. You risk miscommunications and other errors during the remote onboarding process. These mistakes can disrupt new hires’ first few days with your company. Even worse, they cause new hires to rethink their decisions to join your business.

An effective remote onboarding program is a must-have. This program is well-equipped to help remote new hires hit the ground running right away.

Tips for Building an Effective Remote Onboarding Program.

1. Establish a Simple and Straightforward Pre-Hiring Process

Give remote new hires plenty of information they can use to streamline the onboarding cycle. In the days before a new hire joins your team, set them accounts for them in your systems. You can also ensure any paperwork an employee needs is sent to him or her and completed accordingly.

2. Give Remote New Hires the Right Technology

Ensure your remote new hires have the technology they need to succeed. For instance, you can ship a laptop to remote workers and confirm they receive it before their start date. You can also provide setup instructions for their computer. Meanwhile, you can ensure a remote worker’s computer is equipped with software and tools needed for work. If these software and tools are preinstalled, a new hire won’t have to worry about setting them up on their first day.

3. Make Orientation and Training Collaborative

Revamp your orientation and training programs to meet the needs of remote new hires. Virtual orientation sessions allow remote workers to connect with their peers and superiors. Games and other training options are engaging to remote personnel. Remote workers can quickly get acclimated to your company and their role with these orientation and training programs in place.

4. Prioritize Communication

Keep the lines of communication open with remote new hires as much as possible. You can schedule frequent check-ins with remote workers during their initial days with your company. These check-ins allow you to find out how remote employees are adjusting to your company and offer support. Moreover, you can help remote workers establish a healthy work-life balance and avoid work-from-home fatigue.

5. Get Feedback from Your Remote Workers

Learn from remote workers as you implement and execute your onboarding program. There is always room to improve your program. Remote employees can offer tips and insights to help you do just that. Collect and apply feedback from remote personnel to enhance your program regularly.   

The Bottom Line on Building an Effective Remote Onboarding Program

Hard work and patience builds an effective remote onboarding program. With the right approach, this establishes and maintains a remote onboarding program that serves your company well long into the future.

Of course, ABBTECH can assist if you need extra help recruiting remote IT workers. We can put you in touch with top IT talent from around the world. For more information, get in touch with us today.