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Mastering Remote Leadership: Effective Techniques for Engaging and Leading a Remote Workforce 

Insights from Evolve Career

During the 2020-2022 pandemic, many jobs transitioned from in-person, in-office roles to virtual to address the health risks of transmitting Covid-19.  The initial transition to remote work required immediate adjustment in how leaders lead and how managers manage.  Some people made the transition seamlessly, others struggled.  Some who struggled were leaders who managed through direct interactions such as in-person meetings, casual drop-ins, and hallway conversations.   

 

As the health risks decreased, organizations re-opened their offices and have required people to be in the office every day or on a hybrid work schedule which requires workers to go into the office 2-3 days a week. Many workers want more flexibility and, in some cases, have sought other roles that are fully remote. To retain their staff, some departments have allowed more flexibility than others in the same company. 

 

Having flexible work arrangements requires managers to hone their leadership skills, and this CAP outlines some important skills to demonstrate your leadership. 


Types of Working Arrangements

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In person:  Workers must be in the office every day they are paid for their work. 

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Hybrid:  Workers are expected to be in the office some days and can work from home other days. Sometimes the days of the week they are in the office are determined by the company, sometimes the worker has the flexibility to determine their preferred schedule.

 

Remote (or virtual) work:  People can work entirely in a remote location (I.e. home, 2nd home, family home, etc) 

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Challenges with Different Types of Working Environments

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Some companies want workers to be in the office to promote collaboration and increase people’s connection to the company culture. They have offered perks such as free lunches, free coffee, but many workers have resisted coming into the office. 

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Logistics 

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If people come to an office just to participate in virtual calls to accommodate remote participants, it is not conducive to the objective of bringing people together. 

 

Some employees with remote roles during the pandemic relocated from their original home location and may not be as close to the home office and now have a longer commute. 

 

 Fairness 

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Some departments allow people to be virtual while others require people to be in the office.  

 

Some roles are more conducive to virtual work than others. 

 

Some companies require senior leadership to be in the office in-person but do not require the leader's direct reports to be in the office, which can feel unfair. 

 

Exposure to Leadership 

 

With remote work, the opportunity for exposure to senior leaders may be limited which may impact future career progression unintentionally.  

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Responding to Employees Need for Flexibility 

 

Requiring people to work in the office on specific days may not provide employees the flexibility they desire and may cause increased turnover. 

 

Some employees may need a flexible work arrangement because they have moved out of reasonable commuting distance. 

 

All of these scenarios (and more) impact how leaders manage their teams, keep them engaged and productive in a remote environment.   

 

Leadership Techniques for Effective Report Leaders

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To excel as a leader in a remote work setting, you need to adapt your leadership style and employ effective strategies to foster collaboration, communication, and productivity among your team members. Here are some key tips to help you excel as a remote leader: 

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1. Set clear expectations: Clearly communicate your expectations regarding work hours, deadlines, and deliverables. Ensure that your team members understand their responsibilities and goals.  â€‹

 

2. Foster open communication: Encourage open lines of communication with your employees and between team members. Utilize various communication tools to facilitate collaboration and ensure everyone stays connected. 

 

3. Establish regular check-ins: Schedule regular one-on-one and team meetings to keep everyone updated on project progress, address concerns, provide feedback, and maintain team cohesion. These interactions also provide an opportunity to build relationships and boost morale. 

 

4. Provide necessary resources and support: Ensure that your team members have what they need to perform their work effectively. Be available to offer guidance and support when needed and explain how you want them to contact you. 

 

5. Promote a positive work culture: Foster a positive and inclusive work environment by encouraging team bonding activities, recognizing achievements, and celebrating milestones. Encourage teamwork, trust, and respect among team members. 

 

6. Empower autonomy and trust: Trust your team members to manage their own work and make decisions. Provide them with the autonomy and flexibility to complete tasks in a way that works best for them while maintaining accountability for results. 

 

7. Clarify priorities and goals: Clearly communicate the team's priorities and long-term goals. This allows team members to align their efforts and stay focused on the most important tasks. 

 

8. Emphasize transparency: Be transparent about the company's goals, challenges, and decisions in a timely manner. Share updates and relevant information with your team to foster trust and keep everyone informed. 

 

9. Encourage work-life balance: Remote work can blur the boundaries between work and personal life. Encourage your team members to establish a healthy work-life balance by setting boundaries, taking breaks, and avoiding burnout. 

 

10. Lead by example: Demonstrate the norms you expect from your team members. Show up on time, be responsive, communicate effectively, and maintain a strong work ethic. Your actions as a leader set the tone for the team. 

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 Adapting to remote leadership requires flexibility, empathy, and effective communication. By implementing these strategies, you can excel as a leader in a remote work setting and drive your team towards success.

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Understanding the Level of Engagement of your Team 

 

Consider asking your team questions to understand if they are fully engaged. Here are some ideas: 

 

Give your team members an opportunity to provide input. When you provide Are team member actively speaking up at meetings, or are they quiet?  

 

Ensure your team members know the goals and objectives of the team. Ask team members what success looks like. Listen to see if their responses team oriented (“we”) or individually motivated (“me”)? Are they able to communicate the team or organizational goals? 

 

Identify informal ways to engage team members in a more personal way. Consider offering a communication channel (if on Teams or Slack) to share personal stories, successes or challenges. Offer supportive comments in response to the information shared. Consider engaging team members off-line who are notably absent from the channel to engage individually. 

 

Recognize team members for their contributions. Make the recognition specific and consistent with expectations of strong performance. Be balanced and consistent with your recognition based on each person’s role. 

 

Identify the types of recognition that are important to each team member. Some people love being acknowledged publicly for their accomplishments (e.g., at a town hall, staff meeting, or giving a corporate award), while others are embarrassed by public recognition. Consider what is appropriate based on the level of the contribution and the corporate policy.

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