The nature of work has evolved significantly, leading companies to reassess how they manage their teams. The distinction between managing an in-office team and a remote team has become a pressing issue.
Namely, even though the fundamental principles of management — communication, productivity, and leadership — remain set in stone, the ways these principles are applied can vary greatly depending on whether a team is physically present in the office or working remotely.
The Dynamics of Managing In-Office Teams
Managing an in-office relies on a set of well-established routines. Physical proximity allows for spontaneous interactions and real-time feedback and strengthens a sense of camaraderie and belonging.
One of the chief advantages of in-office management is the ability to maintain a structured work environment. Managers can oversee workflows directly and provide immediate support. However, managing an in-office team comes with its own challenges, such as ensuring that all team members are engaged while maintaining a healthy work-life balance.
Challenges of Managing Remote Teams
Managing a remote team calls for a rather different dynamics and requires plenty of adjustments. One of the most significant differences is physical separation. Remote work removes the convenience of face-to-face interactions, posing significant challenges in terms of efficient communication.
Hence, effective remote performance management often relies on new tech to bridge the communication gap. Tools like video conferencing, instant messaging, and collaborative platforms are essential for ensuring that team members stay connected. However, using these tools to the best of their potential requires an effort to ensure that everyone is on the same page.
Even more challenging is building a remote team’s sense of belonging. It’s no rocket science that remote employees often feel isolated or disconnected from the team, thanks to the nature of this work model. That’s why leaders need to find new ways to foster a sense of unity and collaboration.
For many businesses, the latter translates into virtual team-building activities and regular check-ins, but these strategies can backfire if not conducted properly.
Adapting Leadership Styles for Remote Teams
Leadership development plays a critical role in the successful management of remote teams. Leaders need to adopt a different approach to be able to manage remote teams efficiently.
First and foremost, it is critical that leaders find ways to set clear expectations and maintain accountability without direct supervision. Typically, this means focusing on results rather than processes and trusting remote teams to manage their time and responsibilities efficiently.
Using entrepreneurial processes can be particularly beneficial in this regard. Leaders should encourage employees to take ownership of their work, leaving them with more control over their tasks.
Further out, remote leaders should be proactive when addressing challenges. Support and resources need to find a seamless way to reach remote teams, which is, perhaps, the biggest challenge for remote leaders.
They need to accessible and responsive and offer guidance and feedback in a way that feels supportive rather than distant. Some ideas on how to achieve this include regular one-on-one meetings, personalized feedback, and ensuring that remote employees have access to the resources they need.
Onboarding Remote Employees
How to onboard remote employees, though?
The process has a range of challenges compared to the traditional in-office onboarding process. To begin with, remote employees should be provided with a comprehensive onboarding experience that helps them integrate into the team and understand the company culture from day one.
In other words, HR professionals need to create a structured onboarding plan that details company policies, workflows, and tools. Virtual onboarding checklists can be helpful in this context, as they ensure that all essential components of the onboarding process are covered.
Further out, creating opportunities for remote employees to engage with their colleagues is of critical importance. Both HR teams and leadership need to ensure that remote employees are included in team activities and communication so that they can develop a sense of belonging and unity.
Balancing Flexibility in Remote Work
One of the most important elements of managing remote teams efficiently is finding the right balance between flexibility and structure. By definition, remote work provides greater flexibility to employees, which can contribute to increased job satisfaction.
On the other hand, this also requires leaders to establish clear guidelines and expectations to ensure that work remains organized and no deadlines are missed.
Thanks to the development of new tech, remote leaders can rely on process automation that ensures a solid structure in a remote setting. Automating routine tasks and processes can help streamline workflows, leaving remote employees with more time for value-added activities.
Simultaneously, leaders need to understand that remote work is not universal for everyone. Each employee may have different needs and preferences when it comes to flexibility. Teams working in different time zones, for example, can be particularly tricky to align.
Regardless, it is critical that leaders be flexible in this regard and come up with the right balance that benefits both parties.
Ultimately, the nuances of managing in-office versus remote teams can be addressed efficiently by providing clear structures and processes and relying on new tech. It is essential that remote teams attend virtual events, as this will help them build a sense of belonging — the most critical element of any successful team.
