REMOTE TEAM MANAGEMENT

COVID 19 pandemic has been a tough educator for all of us, one thing we most of entrepreneurs have realized is that we had lot of cost purposely burdened on us and falling revenues [most of business enterprises] and complete lockdown particularly for hospitality and travel fraternity has compelled us to partial or complete shutdown of services and resultant revenues. Coping up with these cost burdens we all have downsized our expenditures to sustain the organizations in tough times.

During all this process which was call of the hour, we all identified these extra burdened costs, like retaining office spaces for remote teams –particularly sales and business development or media management which essentially does not need a office until unless the size large enough , if it is position based representation ,in that case office spaces are not required, or second scenario is of sales based representations to the likes of Pharma industry where we have free moving sales team or remote working personnel’s. Controlling these remote teams is also a great challenge to ensure productivity and results. Through this session we are trying to underline essential methodology to control measure and manage the productivity of remote teams.

 MANAGE SMARTLY BETWEEN COSTS AND TIME

We need to be smart enough to manage the costs and spending v/s time and efforts , whatever costs we have saved on the  disengagement of the sprawling office spaces try to invest that in human capital , find out people with diverse specializations and invest money in increasing revenue which was essential goal in beginning or pre pandemic situations , invest in rewards , updating the team with smart updated technology engaging smart work from home software’s and solutions , fast and effective communications, upgrade the home WI-FI at company’s cost. This will motivate the team and improve the TIME taken on certain tasks, as these updated systems challenge the work speed of the remote workforce.

Basically what we have analysed is that the cost has shifted buckets but it still exist, from office spaces engagement which is generally long term committed fixed costs to remote team management cost which is potentially more variably and agile.

 INVEST IN DIVERSE TALENT

The biggest advantage of the remote working is it has no geographical boundaries as anyone who has an internet, communication tools and willingness to work can engage for anyone in this world. The enterprises need to take advantage of this, rather the biggest advantage and try to select talent from diverse options, as people can deliver their commitments from home.

 INTENTIONAL MEETINGS                                                                         

Make sure you create a atmosphere of regular meetings over phone/tabs/or computer. There are several systems available now a days on enterprise registration costs  or free , take the best suiting your requirements , ask your personnel to be logged on to this during work hours , well not so convenient as impromptu meeting “can I have a second” of in person workplace. Write agendas, schedule reporting, set reminders, limit meetings to only key stakeholders, try different kinds of meeting formats, and see how much further and faster you can move on your team. Initially it may be difficult to get used to new system but it get along as one gets used to new operating system of mobiles.

REMOVE THE MIS COMMUNICATION BUG

It is essential to get rid of the miscommunication bug immediately as it kills the momentum, here we refer to the quality of connect, the network, connecting tools etc.  most important part of the discussions are lost in transition if we fail to read facial expressions , voice tone etc , try to make it convenient and effective to connect. There’s no need for making remote team members feel alienated or out-of-the-loop, so if you’re sensing frustration, pick up the phone. It could save you from a myriad of issues

HAVE LONGER “ONE ON ONE” VIDEO CHATS

Unless you are running short of time or are in a fire fight situation then that’s fine to stick on to the purpose but managing remote associates one need to spend more time on “one on one meetings” through video calls, as you are not in physical work place so you need to read facial expressions of happiness, doubt etc to understand your employees more. This enhances to build rapport with the employees as you would have done at office space and it builds great team confidence and  co-ordination.

ESTABLISH RELEVANT ABILITY BASED INTER COMMUNICATION  

Measuring of the task relevant ability of the employees and delegation of the work load is old age management tradition, use the same technique while managing remote workforce. Ex if you know the workforce is at entry level and needs supervision

TRM OF EMPLOYEE	MANAGEMENT COMMUNICATION
LOW	STRUCTURED APPROACH ,TELL HOW, WHEN AND WHAT TO DO ,NEEDS MULTIPLE CALLS AND REPORTS OF ACCOMPLISHMENT
MEDIUM	INDIVIDUAL ORIENTED , TWO WAY COMMUNICATION ,MUTUAL REASONING AND IMPROVEMENTS
HIGH	MINIMAL INTERFERENCE , COMMON OBJECTIVES NEEDS PERIODIC MONITORING AND REPORTING

see , when we work in common office spaces , monitoring and management is easier as the trust level is high ,we can monitor the timings IN and OUT, inter employee relations, facila expressions and body language to check the levels of motivation , frustration etc. or can turn in to someone and ask for immediate help etc. Our corporate and cyber security also helps in monitoring the physical activities and involvement of staff , but remote working needs more tools and trust level to be initiated by company.  

ESTABLISH THE CULTURE OF OWNERSHIP AND ACCOUNTABILITY

Hiring remote team or if the existing team members are shifting to remote assignment or trail projects and need to be physically away from office for a period which hinders to manage them direct, the company need to embed the culture of ownership and accountability in them. The costs saved on physical spaces can be diverted to them as rewards and incentive on successful assignments.

Culture of ownership is also considered as biggest motivator of all times, this not only produces results but also cultivate the process of idea generation which results in cross diversification of the company’s approach towards the competition.

ORGANISE OPEN DISCUSSION BOARDS

 Open discussion boards increase the involvement of the personnel and give the sense of fulfillment to the employees. It enhances the company to improve the broad lines of ideating and also gives chances to the management to study the individual capacity or hidden talents of the employees. We are not available face to face , but these discussions brings out the hidden talents in the organsiation for future needs . It also solves the open door policy of the company and triggers greater involvement of the team

Remote working is just on its start , though it was happening earlier but the pandemic has given it unprecedented increase, looking the conducted surveys almost 26% of the workforce in US has willingness to work remotely on assignment basis. And its going to increase in recent times ahead ..get ready for the new work culture globally.   

So are you getting remote work friendly, in case you are still finding the new challenge overtaking you, go thought the next

PEOPLES MANAGEMENT by bloggedup.in

BRAIN STORMING TO CULTIVATE TEAMWORK by bloggedup.in