The emergence of COVID-19 was brought forth many changes - closed business, face protection, and more notably, the transition to work from home. Remote working, or working from home, has now become a national necessity due to the closures of businesses and companies. Now, managers, owners, directors of the like are finding the task of having to be in charge of a team that’s working remotely.
There are different ways to approach work from home, so it can be challenging for managers and directors to decide which ones to use. Even worse, tactics chosen may not be done so effectively. With that being said, here are the top three tips to strategically manage a remote team for a successful and effective business, as told by Houston car accident lawyer and owner of his own business, Hank Stout.
Establish Daily Check-Ins
Firstly, a great way for managers to manage their remote team is through daily check-ins. This can be done through a phone call, video call, or a group conference call - it all depends on what the team is comfortable with or who all is collaborating. As long as the calls are regular and predictable, they are wholly reliable.
A popular form of remote work calls are done through video conferencing platforms such as Zoom, Microsoft Teams, and WebEx. Teams can act as if they are in person at the office collaborating with these video conferencing tools.
Utilize Technology
Technology, as a society, is here to help, further, and elevate. So, while society ends up sequestered in their homes for safety, technology is there to keep everyone connected. Communication tools and devices are a great use of technology to keep teams accountable during work from home. Email and texting aside, the previously mentioned video conferencing tools are an efficient way to collaborate and communicate effectively. Without Zoom, Microsoft Teams, Facetime, Go To Meeting, or WebEx teams may be worse off than ever before.
Establish Trust Remotely
Just like how there is trust in the office, there needs to be trust at the home office. It’s normal for managers to be concerned about work productivity, but reverting to micro-management won’t help matters. What’s best is to avoid fixating on the remote “issue” at hand and to fully put faith in trust.
Trust builds and connects relationships, worrying about productivity is normal but overexerting management can destroy manager-employee trust. Focus on damage control after the crisis, not during. Focus on the outcomes and look forward that way when managing a remote team of employees.
Hank Stout co-founded Sutliff & Stout, Injury & Accident Law Firm, to protect and pursue the rights of people who were harmed by the carelessness of others. Mr. Stout is Board Certified in Personal Injury Trial Law and has been actively trying cases for over fifteen years. In recognition of his accomplishments and results, he has been selected by Thompson Reuters as a Super Lawyer since 2014 (a distinction given to less than 1% of the lawyers in the state of Texas) and has been selected as Lead Counsel.
