Partner Article

How to manage remote teams in the workplace.

This article is written by Peter Boolkah, a business coach and consultant with over 30 years experience helping to upscale and grow businesses, from SME through to companies with multi million pound turnovers.

Pre - pandemic, 5% of the UK workforce worked remotely. Fast forward nearly two years and 29% of UK organisations surveyed are implementing hybrid working for all employees. An example could be that potentially your team spend 3 days or less in the office and 2 plus days a week remote. There are lots of different ways this can work of course.

We learnt a lot about remote working during the pandemic, the success of it depended on the equipment and technology we used. There were also psychological considerations and trust issues thrown up by this new way of working that had to be addressed. Generally, remote working was a success. Many people found that it positively impacted their lives, allowing them to spend less wasted time commuting and more quality time with their families or doing things they enjoyed outside of work. A survey carried out last quarter found that 57% of people wanted to continue working from home. We know that remote working is highly productive in most cases. It has been found that overall access to remote work increases employee well-being, productivity, innovation, and inclusion.

So why are 32% of UK businesses surveyed implementing hybrid working for some employees and enforcing office-based working for the remainder? The answer is that a remote workforce needs a different style of managing and many companies are uncomfortable with it. They don’t want the culture of the company to change. They may be nervous about the apparent loss of control that having your workforce in one place has previously afforded them. Despite the figures telling us othewise they may feel productivity will be affected. Some CEO’s think they need a level of face to face working to create a work culture which they don’t believe is achievable over zoom. There is also sometimes a feeling amongst leaders that we need to control our staff. However, controlling people is not generally the way to get the best from them. Giving them autonomy and responsibility is key. Making sure they feel they are part of the success of the company will aid productivity. All of this can be achieved with a remote workforce. The niceties of face to face communication can be lost online so it is important that you consider this when interacting with your team. It is really important to set clear outcomes and deadlines for your remote workers.

The culture of a business is specific to that business. Often the culture of the company has a bearing on what type of employees it attracts so the culture must match the business aim and identity. Setting a common goal is important for the success of a company culture and that can be done virtually. Ask the right questions, set up the right systems for onboarding, training and feedback. Creating a culture of independence is important when it comes to managing a remote work team but it is still important to take time to check in with your staff regularly. Make sure that you listen to any problems they have. Be careful not to micromanage as that will very often have a negative effect.

If your workforce wants remote working it is important to get on board with this and be flexible. Forcing them back into the office will cause them to potentially leave and go to a competitor who offers that flexibility or it could cause their productivity to take a nose dive. You may find that employees want the flexibility to work more hours in 4 days than 37.5 in 5 days. You may be hiring staff more as contractors or freelancers than PAYE staff. Ensure that the staff you recruit want the culture of your company and are happy to work that way. Change your mindset and focus on the output of your team, not what time they get to their desk and what time they leave it. Rest and recuperation is a key component of performance. The foundation of output is the ability to rest and let our brains digest targets. Don’t operate in a digital age using Industrial age thinking. Embrace innovation.

Ultimately our world has changed and despite our freedoms being curtailed in so many ways this last couple of years, we have found freedoms elsewhere. The freedom to work remotely has resonated with many of us and were don’t want to return to old ways. As business leaders we must listen to the changing workforce and see how we can adapt our businesses to support that flexibility. It takes a different style of management and a change of culture. However, if it is done properly remote working can empower your workforce which will ultimately bring you greater success. If you would like to find out more about managing your teams remotely and how I can support you then please do contact me here: Remember failing to learn is learning to fail.

This was posted in Bdaily's Members' News section by Lucy Hood .