For many of us, the rise of the remote workforce comes as no surprise. For years now, office workers have been abandoning their desks in favor of settings that are farther afield and allow them to work in a more comfortable, and often more productive, environment. And it’s a trend that only promises to keep growing. In fact, according to the International Data Corporation (IDC), the U.S. mobile worker population is on track to grow from 96.2 million in 2015 to 105.4 million mobile workers in 2020. And by the end of the forecast period, IDC projects that mobile workers will account for nearly three quarters (72.3 percent) of the total U.S. workforce.
Although the mobile workforce has been building for some time, managers are, in many ways, still catching up and trying to determine how best to lead their teams when they’re not only not in the same room, but may be spread out over a number of cities, states or even countries. However, because so many organizations have used a remote workforce model for so many years now, and technology has moved ahead by leaps and bounds, leading remote teams is certainly easier than in years past.
Of course, finding your own path to successful leadership will largely depend on your personal style, corporate culture and team members, but if you don’t know where to start or would like to add new techniques and technology to your bag of tricks, you would do well to try these time-tested tips:
1. Manage results, not style—Remote employees often have their own style of working. Some may work for two hours, then take a break to take their kids to school or run an errand, then work four more hours, take a break and work the remaining two (or more) later, while others may keep regular office hours. So instead of managing how an employee gets his or her work done, focus on the quality of the work, whether deadlines are being met, whether they exhibit good decision-making skills, etc.
2. Encourage teamwork—Working great distances from your co-workers can feel isolating, so make a point to encourage project work that allows team members to work together. This way, your staff will feel more connected to each other, and your department will benefit from shared ideas and greater communication between team members.
3. Communicate—Because you can’t just pop over to someone’s desk or grab a cup of coffee in the break room, managers need to take initiative to establish relationships with their teams. Weekly or bi-weekly status calls can often help you address upcoming projects, performance issues, etc. Yet, other times an instant message or email conversation (that may or may not be work related) might be the best way to stay in touch. Whatever your approach is, be clear in your communications—but also let your personality shine through. After all, when you’re building and managing a team it’s important for everyone to know who they’re working with.
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