The Agile Manager's Playbook for Hybrid and Remote Workforce Leadership
As working environments continue to evolve in the wake of the pandemic, more and more companies are transitioning towards hybrid or remote workforces. And for many organizations, there have been several great benefits that have come with this shift.
Employees who have experienced remote or hybrid work arrangements report increased productivity and improved work-life balance. Moreover, business leaders have recognized the cost savings and competitive advantages of maintaining hybrid and remote workforces.
However, managing a hybrid or remote workforce isn't without its complexities. Balancing the needs and expectations of remote versus in-office employees presents unique challenges that managers need to be equipped to handle.
Common Challenges Managers Face When Working With Remote Teams
While the benefits of maintaining a hybrid or fully remote workforce are numerous, from increased productivity to improved work-life balance, managers often encounter unique obstacles. Below are some of the most common challenges managers face when managing remote workforces:
In a remote work environment, communication becomes a significant challenge. Without the spontaneous interactions that occur naturally in an office setting, it can be more difficult to convey ideas, provide feedback, and issue instructions. Managers may also find it hard to gauge the tone of written communications, leading to potential misinterpretations. The lack of non-verbal cues, such as body language and facial expressions, can also contribute to misunderstandings.
Building Trust and Cohesion
Building trust and cohesion becomes more challenging when team members are scattered across different locations. Building camaraderie can be tough without opportunities for casual, in-person interactions like water cooler chats or team lunches. This can affect the team’s ability to work effectively and potentially impact morale.
Time Zone Differences
Time zones can pose a significant hurdle when managing a remote team. If team members are spread across various time zones, coordinating meetings or collaborative work sessions can become a logistical nightmare. It can also lead to delays in communication, which can slow down project progress and disrupt workflow.
Keeping track of each team member's productivity can be daunting without the ability to physically oversee work. It's not always easy to determine whether tasks are being completed efficiently and on time. This lack of visibility can lead to uncertainty about the team's overall performance and productivity.
Maintaining Work-Life Balance
As the lines blur between personal and professional life in a remote work setup, ensuring that team members maintain a healthy work-life balance becomes a significant challenge. Employees are at risk of overworking or struggling to switch off from work, which can lead to burnout.
Onboarding and Training
Bringing new hires up to speed remotely can be more complex than in a traditional office setting. Ensuring that they fully understand their roles and responsibilities without the benefit of in-person explanations and demonstrations can be difficult. This can potentially lead to longer onboarding times and a steep learning curve for new team members.
Strategies for Effectively Leading a Remote or Hybrid Team
Despite the challenges, managers can effectively lead hybrid or completely remote teams to success with the right strategies and tools. Here are some steps they can take to ensure their team's productivity and morale stay high:
Create Structure Where It Makes the Most Sense
In some professional settings, adhering to a traditional 9-to-5 schedule could still be practical, even for remote or hybrid teams – the only difference is that the check-in is digital. For those workplaces that offer flexible schedules and focus on task completion rather than hours worked, a structure can be put into place with daily touchpoints.
There are numerous ways to conduct these daily touchpoints, from individual calls to team meetings or group discussions on communication platforms. The best choice will depend on the nature of the work - whether it's collaborative or independent - but the key is that these touchpoints are consistent, scheduled, and follow a known format.
During these sessions, you and your team members can discuss work progress, address issues, and answer queries.
Establish Guidelines and Expectations
Remote work can be effective and result-oriented, but the manager must set expectations about response times, online presence, and accessibility. For instance, you might mandate videoconferencing for daily touchpoints but prefer instant messaging on Slack for immediate or confidential communications.
You and your team members should clearly understand the most effective communication channels and the best times to engage during the workday, especially in asynchronous work environments. For example, you might be available for Zoom meetings or phone calls later in the day but prefer early morning texts for urgent matters.
Monitoring and supervising inter-team communication is crucial to ensure everyone has the necessary information. Miscommunications can occur in virtual teams, but you can help prevent communication mishaps as a manager.
Offer Flexibility for Employee Input
Although certain workplaces enforce fixed hours for all employees, if feasible, providing flexibility in how, when, and where an employee works can bring numerous benefits. Remote work models, in particular, often result in heightened job satisfaction, enhanced productivity, and an improved work-life balance as employees gain greater autonomy over their schedules.
For instance, one employee might be more productive early in the morning before their children wake up, while another may prefer working in the evening. Offering this flexibility allows your employees to manage their time and motivation in a way that suits them best.
Minimize Employee Isolation
A potential downside of remote work is that employees might feel socially isolated due to the lack of in-person interaction. Managers can mitigate this by creating opportunities for employees to socialize while working remotely.
This could mean allocating time for informal conversations unrelated to work at the beginning of team meetings or organizing virtual social events with care packages sent to each participant.
Facilitating social activities in a virtual setting might seem unusual, but it has proven effective in other domains like concerts and entertainment. Managers who encourage these types of interactions often see reduced feelings of isolation and increased collaboration among their remote teams.
The sudden transition to remote work can cause increased stress, concerns, anxieties, or insecurities among employees, even those accustomed to remote work. It’s vital for managers to listen, engage, and empathize with their employees.
This becomes particularly important during periods of rapid change or crisis within the company. Studies on emotional intelligence show that employees often look to their managers for cues in responding to workplace situations. If the manager appears stressed or uncertain, likely, the employee will too.
Effective managers should proactively check their team's emotional well-being and listen to their concerns and fears. During these discussions, it's important to provide reassurance and express appreciation to reinforce the sense of belonging within the team.
Get the Most Out of Your Remote Teams
Managing remote work teams might require different strategies from traditional office setups, but it doesn't have to be hard. With the right approach and tools, all team members can benefit.
By establishing guidelines and expectations, offering flexibility for employee input, minimizing feelings of isolation, and enhancing communication among team members, managers can foster a culture of trust and collaboration, helping the organization reach its goals.