Without body language and the context that comes with being in-person, emails can often get misinterpreted and directives get misunderstood. Moreover, remote teams should be encouraged to communicate frequently. You can still do these, but don’t be overbearing and worry too much as long as the work is being produced to a high standard. This helps remind everyone they’re working towards the same goal and tells them how their individual contributions connect to the larger company goals. Get your team in on the process as well with joint interviews. A virtual watercooler for more casual conversations, physical mail-outs of gifts and company merchandise, the occasional retreat, and weekly group calls to do something fun together are all good methods. To learn more, see our Privacy Policy. Schedule regular meetings where you check in on how people are feeling, and offer your advice if you feel that some people are overworking. All-in-one remote-HR package. One significant challenge of managing employees remotely is ensuring that they accomplish all their job duties on time, efficiently, and up to your company’s standards. You can’t read a room or swing by a coworker’s desk to get your questions answered. We’re probably all used to the occasional hovering that managers get up to in an office. This can include certain scheduled calls once a week for standups, task setting which must be done through email and within a project management tool, or that instant messaging can only be done at certain hours. Remote coworkers who live three states away can often become an afterthought. The biggest challenges when managing remote employees, according to Microsoft technical solutions pro Robert Kiilsgaard, isn't training or application troubleshooting; they're actually login issues and secure connectivity. Working hours 2. While it's simple to effectively communicate with staff members you see face-to-face, deskless employees must rely on technology, so you can't let remote team members become "out of sight, out of mind." That means less time to clarify meaning and expectations. Tools and apps, like. We’ve listed five ones you’re likely to encounter, the reasons behind them and how you can make sure you tackle them head on with ease! Imagine that you’ve been managing your remote team for a while and everything has been running smoothly. Fortunately, it’s not too difficult to prioritize communication when you’re managing a remote team. Then, implement and test to see what is providing results. You’ll save yourself a lot of time, hassle and effort by making sure your hire is correct from the start. There are a multitude of time tracking tools out there to use (we’ve listed some great ones here), but you can even just make sure to schedule regular one on ones with each team member. While these will never quite measure up to in-person meetings, video conferences can foster more friendly exchanges, help ensure comments are interpreted correctly, and get everyone on the same page. After all, some individuals are energized and alert in the mornings while others are sluggish and aloof. Troubleshooting problems virtually. Check-ins. Well, without a solid hiring and onboarding process a new remote team member can significantly affect everyone’s output and flow. People might be forced to get up incredibly early or work well into the evening, which can very well impact their moods and attitude. While one person may love using email to set tasks, somebody else may prefer to take a call. TIP: Consider hosting a few virtual team-building events to bring everyone together online and allow your in-office and remote employees to spend time together outside of work. Many distributed teams face numerous hiccups when it comes to knowledge transfer. Rather than reverting back to the old ways of doing business, you can directly address the challenges of managing virtual teams. To avoid these missteps when managing a remote team, it’s important to be hyper-aware of all pertinent information. And as you bond with your cube-mate, you are more likely to sideline the guy you don’t see, meaning you’re less likely to turn to them for help or involve them in a new high-visibility project that could help their career or benefit from their expertise. Moreover, use one of the available project management tools or techniques to ensure your team is able to successfully deliver the results. Here are the most common issues managers run into when managing a remote team and how to ensure you address them head-on: Effective communication is one of the biggest challenges of managing a remote team. TIP: When managing remote employees, you don’t always need a reason to reach out. Managing remote employees does have its own challenges, in fact, a SoapBox report found that remote managers experience retention challenges 6 times more than onsite managers. This change creates a new set of challenges for managers to support and stay connected with their newly remote workforce, so LinkedIn and the community are here to help. Some issues are related to HR policy and procedure. Without body language and the context that comes with being in-person, emails can often get misinterpreted and directives get misunderstood. You’ll probably mention this in your interview and onboarding processes. If people are in different time zones or work different hours, then create an asynchronous feedback process with your whole team. 5 Common Challenges When Managing Remote Employees. When you successfully identify and remedy remote workplace issues, you can build a strong, agile team that’s collaborative from all corners of the globe. Additionally, it’s a good idea to hold regular video chats as well. The main reasons behind this lie in the fact that companies have started to understand the positive impact remote work can have on their employees’ job satisfaction, productivity, and also the savings it can bring to their business. Communication is the key to success in the workplace. Create yourself, or ideally with your team, a remote communication policy that you all agree on. Grab a virtual coffee, throw 15-minutes on someone’s calendar, or shoot them a Slack to get to know when better and have some friendly banter. Research has shown that employees and business leaders adapt differently to remote work. Your company culture at the end of the day doesn’t just build itself. I know that because I’ve done it myself. Nowadays, remote work, and managing remote teams are extremely common. You can build trust by being transparent about: 1. 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