Managing teams is difficult but it is this skill set that brings out the leader in you. And managing both remote and in-house employees helps to hone this competence. Around 57% of Americans work from home. Though the pandemic has passed, the work model is still in place, allowing people to work from the comfort of their own homes.
However, simply providing the option to work remotely is not enough to keep your team productive and retain top talent in the long run. If you want to become a successful business owner and build thriving virtual teams, you need to manage them effectively.
In this guide, we will discuss some of the most common mistakes to avoid when managing remote workers and what steps you should take to prevent them. So let’s get started.
5 Common Mistakes to Avoid When Managing Remote Staff
Here are some common mistakes that business owners should avoid when managing remote teams.
Mistake #1: Not Communicating On Time
Humans are social creatures and by working remotely, they frequently experience loneliness and isolation. Your team will probably fall short of the goals if you don’t take action to increase engagement.
Employees who are part of a team must occasionally come to one another with queries and concerns. Knowing how to assist members in avoiding isolation is crucial. To ease the transition, set up regular video conferences, get-to-know-your activities, or monthly or weekly team meetings.
It’s a good thing that there are efficient communication tools like Zoom and Slack available to keep in touch with your remote staff. These programs are readily available and cost nothing to download. So be sure to communicate with your team members regularly to get the most out of them.
Mistake #2: Not Hiring Effective Remote Workers
Not everyone can work remotely and some people may not thrive in a distant environment. Even the most qualified and skilled employees can still fall short when working from home.
The hiring process is a deal-breaker for the majority of remote teams. Instead of settling for brilliance just to be disappointed, you should take your time in choosing those who are most qualified for working remotely.
Are they able to set up a home office? Do they have large families and live in tiny apartments? What about the time zone difference? You can run into issues if such inquiries are not addressed. To deliver, a remote worker needs near-perfect circumstances and unrivaled diligence.
In the end, you might need to put more emphasis on their capacity to deliver rather than their talent. A friendly environment and the correct mindset are typically required when hiring new employees. Make sure they have the proper working circumstances and devotion if you choose to hire beginners in a remote working environment.
Mistake #3: Not Ensuring Company Data Is Safe
Whether working remotely or on-site, employees are most likely to have access to the company’s portal which contains confidential data and information about the company and its customers. Companies use firewalls and secure networks to ensure the safety of their data and information.
However, these measures are not possible with remote employees. The systems are insecure, they use local networks connected to local servers in their area which makes them more vulnerable. And when they access the company’s data portal, there are high chances of getting attacked by hackers and cybercriminals.
Therefore, ensuring data safety is crucial when working with remote workers. Never give complete access to your data to any of your remote staff. Only provide the information they need to complete their tasks.
Moreover, you can provide them with systems that are secured and protected by firewalls. Train your remote employees with the best data storage and handling techniques to ensure the safety of your company’s data and information. Moreover, it is also vital to have a better IT support system to deal the cybersecurity issues.
Mistake #4: Not Ensuring Worker Productivity
Despite the fact that remote work has been shown to boost productivity, there is not enough drive. To help you choose the most effective strategies, you must evaluate the performance of your team.
You can think about having daily check-ins with your staff to see how their job is going. You should be approachable. Don’t micromanage your employees. Foster a culture of providing insight, encourage critical thinking, and ensure transparency.
Keep a track of your employee’s performance and activities. You can get a time-tracking software such as Time Doctor to measure your employee’s productivity while working remotely.
The team may feel more cohesive if there is a monthly or weekly teleconference. You can gather feedback from the conversation to assess how your employees are managing projects. Once everything is streamlined, employee performance will eventually go up.
Mistake #5: Not Defining Achievable Goals for Remote Workers
What are your expectations for your remote team in the short, medium, and long term? It would be unjust to your online workforce if they are not clear about your expectations of them. It may have an impact on the effectiveness and production of your employees.
Only if you have clear and explicit instructions on crucial issues, managing remote teams can be successful. Remote teams frequently operate in an unstructured environment and to avoid any disappointments, make sure that you set clear yet realistic expectations when onboarding.
Making each team member aware of weekly job deadlines is a good place to start. Additionally, it would be beneficial to have clear guidelines outlining the responsibilities of each member.
Conclusion
Many businesses are making remote work a new norm only because of the advantages it offers. However, despite its advantages, leading remote teams is not always easy. It comes with its fair share of challenges and as a business leader, you must be ready to take the bull by the horns.
Knowing the traps and how to avoid them is always helpful. So sit with your team members and devise an appropriate strategy that will help your business use remote work to its maximum potential.
