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15 Ways Companies Can Better Manage A Remote Workforce

Forbes Coaches Council

Many companies have made a switch from in-person to hybrid or fully remote workforces over the last few years. While remote and hybrid models have many benefits, managing employees from a distance can present new challenges for some leaders.

It can be difficult for managers to keep track of performance and productivity while helping remote employees feel connected and part of the team. Here, 15 members of Forbes Coaches Council discuss different ways for companies to embrace and better manage their remote workforces in 2022.

1. Invest In EQ And Communication Skills

Managers and leaders really need to invest in emotional intelligence and communication skills. Most misunderstandings happen due to miscommunication, especially if we’re talking about remote teams. Give everyone their space. Encourage them. Question and listen. If possible, also try to meet for fun remotely. Grab a virtual coffee or wine and enjoy the company. It’s all about connection. - Melissa Leich, Growfused

2. Have Weekly Review Meetings For All

Have review meetings where all team members get to present what they are currently working on and what issues they are facing on at least a weekly basis. In addition to the general meetings, leaders should also schedule one-on-one meetings. In one-on-one meetings, managers should focus on listening to the employees’ issues and removing any stumbling blocks that might hinder performance. - Othman Abdulrasheed, Business Leadership Consulting

3. Plan Small Cross-Functional Team Meetings

Humans are social animals, and 100% remote/virtual work compromises real engagement. One possible solution would be to have a combination of remote and in-house work days. Get teams together physically using co-working spaces in locations where they don’t have an office. Planning small cross-functional team meetings can also help foster broader engagement beyond the digital connections. - Sadhana Somasekhar, Platinum Infosystems Pvt. Ltd.

4. Focus On Employees’ Professional Growth

Focus much more on employees’ professional growth and achievements than on how to supervise them. If the company is helping employees grow their skill sets, it will be easier for them to meet or exceed expectations with their accomplishments. Don’t worry about what they are doing; worry about how well they get things done. - Donald Hatter, Donald Hatter Inc.


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5. Establish Transparent Feedback Rituals

Establish transparent feedback rituals with a clear focus on what is working well. Establish small, continuous steps for further development so that teams find sufficient motivation to make desired changes. These are important rituals for interim assessments of how the cooperation is succeeding and who can provide especially appreciative feedback on remote, real-time collaboration. - Cristian Hofmann, Empowering Executives | SUPERGROUP LTD

6. Give Them A Challenging Common Goal

Whether your employees are at home or in the office, there are two crucial actions every manager can take to improve engagement. First, demonstrate you care about team members beyond the work they do for you. Listen to them. Second, give them a challenging common goal that clearly brings value to the company and serves customers. When given a meaningful challenge, people want to pull together. - Lisa D. Foster, Lisa D. Foster, Coach

7. Incorporate Culture, Positive Feedback And Social Interaction

Companies need to incorporate culture and increase positive feedback and social interactions. Remote work can be exhausting. Leaders need to incorporate celebrations such as team wins and successes, and even some chit-chat to make the virtual workplace more like an office. Employees will feel more excited to be part of the team, and productivity and retention will also increase. - Jacquelyn Van Tuyl, Jacquelyn Van Tuyl International

8. Invest In Remote Management Training

Businesses need to invest in training their managers this year so that they are better equipped to manage remote and hybrid teams. The pandemic put managers in many new situations, most of which they were not equipped to face; plus, there is a large group of new managers who were promoted thanks to the “Great Resignation.” Training managers on how to manage and be engaged while remote is paramount. - Michael Timmes, Insperity

9. Ask Employees What Makes Them Productive

Ask your employees what makes them more productive at home, and follow up by asking what makes them more productive at the workplace. Once you have this feedback, organize a small committee that can create an innovative solution to bring those things that make employees more productive at work into a remote environment. - Robert Valentino, Lean Coach®

10. Trust Your Team And Hold Them Accountable

The one thing companies need to embrace is trust. Trust your team and put metrics in place to hold them accountable. One thing about working remotely is that you may have to work at times that are more conducive to your personal productivity and what works for your home life. Having 9-to-5 office hours doesn’t make you productive; think about the amount of unproductive time spent in the office between meetings. - April Sabral, April Sabral Leadership

11. Be Intentional About Building Relationships

Leaders should be intentional about building relationships and trust with their remote team members. Setting aside time to get to know team members’ strengths, development needs and where they get their energy from is more than just nice to have; it is essential. Model the behavior you want to see with cameras on, being inclusive and being present in all of your remote interactions. - Charles Dormer, APEX STP, LLC

12. Hold Companywide Off-Site Retreats

Workers, especially remote workers, want to be a part of something bigger than themselves. Here are four ideas to show them that they are: Host virtual keynote speakers to share motivational mindsets. Send weekly videos of your organization living out its mission and values. Mail goody bags of promotional items with thank-you notes. Hold a companywide off-site retreat at a desirable location. - Natasha Ganem, Lion Leadership

13. Create A Variety Of Touch Points For Everyone

Create a variety of touch points with your workforce, both online and offline, to promote the flexibility of social engagements with senior staff and increase presence and visibility. Create a buzz around them to encourage and attract engagement. Align them with some key interests of employees. Consider also a more tailored approach to work packages and rewards; this will be of keen interest to staff. - Arthi Rabikrisson, Prerna Advisory

14. Clarify The Mission And Overcommunicate It

Get clarity on the mission and then overcommunicate it. Today’s remote workers, especially in professional service firms, need to be reminded that the mission was never about offices or work hours. How people work together might have changed. But the mission—the reason for the work in the first place—probably hasn’t changed. Remote teams need that infusion of purpose. - Randy Shattuck, The Shattuck Group

15. ‘Localize’ Your Remote Employees

Treat the remote workforce as if it’s local. Here is how you start: Invite your remote workers to your facility at least once a year. Not possible? You make the effort and visit the remote workers you directly manage by holding a regional meeting near them. Also, let remote workers participate in “local” events such as charity functions (virtually) and team meetings (via Zoom or Teams). - John M. O’Connor, Career Pro Inc.

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