I hear this all the time, “It’s more difficult to manage a remote team, as opposed to if they were actually in the office.”
Let’s put this to rest right now.
Is there a difference between managing on-site or remote employees, especially when it comes to keeping the team connected, inspired and motivated?
Yes and No.
While you may know what motivates some of your employees, the only way you know is if you ask them. Otherwise, you’re making costly assumptions. Chances are, you’ll then manage in your own image.
A Seismic Shift In Communication
I’m referring to the conversations and the questions managers aren’t asking because no one has had this type or personal conversation before, especially when managing a remote team. Since the pandemic, companies have changed policy over policy almost daily, due to the state of reaction they’re in.
When 94% of the workforce is disengaged, clearly, something has to change. And the most effective change will come from the conversations you have with your team. That’s the good news because it’s all in your power.
Regardless of whether your team is remote, onsite, or hybrid, here are the questions to ask to facilitate this essential conversation that will uncover your employee’s needs, foster remote collaboration, strengthen relationships, and have them feel supported, connected and engaged with the team, and with you.
Without facilitating this type of conversation and reinventing relationships and how people like to be managed and coached, you’re failing to honor the primary sales and leadership strategy today which is – care. This conversation is one you’ve probably never had, because you never had to.
But today, when everyone is going through something, it’s the manager’s responsibility to support their team unconditionally, which also means fostering authentic, personal conversations.
Stop trying to figure out how people want to be managed motivated, even held accountable. You’re asking the wrong person. Ask them. It’s your responsibility to coach them so they share what they really want.
Without facilitating this conversation and reinventing relationships and how people like to be managed and coached, you’re running the risk of being the last person to find out that an employee is quitting.
How to Coach in a Remote World
Here’s the coaching talk track to position your positive intent and the value they will receive. Remember, if you’re intentions aren’t clear, people default to fear.
“What I want for you is to feel that you’re staying productive, while honoring the priorities in your life without sacrifice.
With the extreme changes, in how we work, and manage our lives, it’s easy to feel isolated and uncertain about the future. I know I’ve been struggling in certain areas around time management.
Whether we’re working remotely or in the office, I wanted to discuss how I can support and coach you so you’re feeling productive and connected to the team and the company, while maintaining a healthy lifestyle.
And I’d love to hear how you’re managing your time and all the changes as well. Are you open to this conversation?”
1. How are you managing and balancing your personal responsibilities and priorities, while staying productive at work?
2. Walk me through how you’re currently managing your day? Can you send me a screenshot of what your weekly routine looks like so we can compare how we both manage our time and learn from each other?
3. How have you set boundaries and expectations with your family when you’re working at home to ensure you’re productive and not distracted?
4. What’s your daily self-care regimen? (Physically, mentally. Exercise, meditation, prayer, taking a walk, getting out of your house/workspace each day. The health benefits of being safely outside are priceless.)
5. How are you turning off work at the end of the day so you can enjoy and be present with your family and yourself?
6. What’s your preferred method of communication? (Email, text, phone, video conference, carrier pigeon, Morse code? No Assumptions!)
7. How often do you want to meet with the team and for our one on ones so that you feel connected and not alone or isolated?
8. How can I best support you to create a productive, rewarding and enjoyable workplace so you can achieve your business goals while honoring your core values, personal goals, and priorities?
When You Change the Conversation, Change the Outcome
Managing a remote team isn’t about physical proximity; it’s about fostering genuine connections through meaningful communication.
Whether employees are in the office or remote, engagement stems from understanding their unique motivators and who they are.
The myth that remote management is inherently harder than on-site management is now debunked.
To lead in this new era, managers must step beyond what they think their team wants and needs, and initiate new and more personal conversations that uncover each employee’s individual needs, preferences, personal values and goals, building trust and strengthening engagement.
By doing so, you’re not only addressing any immediate concerns but also building trust, which, in turn, strengthens engagement and retention. Teams feel connected, inspired, and motivated when they’re heard and supported, regardless of where they work.
Engagement isn’t about location; it’s about connection. By initiating a new conversation and asking the right questions, managers can make work more rewarding and life more balanced; wherever their teams are.
The post Remote Versus On-Site Management – How to Coach in a Hybrid World first appeared on Keith Rosen.