The Career Development Group

Remote Work

How does remote working impacts managers and how they manage?

remote work
What does remote work mean? There are many benefits to remote working and with the result of the pandemic, remote working is more popular than it has ever been before. Remote workers are statistically happier and report having a better work life balance but remote working impacts managers in different ways – some good, some bad. In this blog post, we will explore how remote working impacts management and what managers can do to make the most of it.
With the rise of remote work, managers are a lot more than they used to be. They are now sources of information for employees who need help finding their way in this rapidly changing world, they are sounding boards and they are required to spend more time in one-on-one situations with their teams. For introverts, this will be a real challenge. As organizations increasingly embrace either remote or hybrid work as part of their long-term strategy, the role of managers is being redefined and expanded…

The pace at which technology has changed over the last two years has been astounding especially when it comes to how people get their work done every day from home! Lots of companies have made moves toward embracing flexible hours (either by employing teams that can do most, if not all tasks remotely) or instituting “hybrid” models where some staff members might come into the office but others do not have set schedules. The traditional management style is incompatible with long-term remote work and organizations need to implement new time-tracking tools in order for managers to accurately monitor their employees.

What does remote work mean?

It can be very difficult to manage employees remotely. It is important for the manager’s responsibility to shift from micromanagement, which breeds mistrust and stress on both sides of the relationship, into a facilitator position that builds trust with their team members. One way this might happen would be by having managers introduce new tools or communication channels like Slack, Teams or Chat so remote workers are able to collaborate more effectively while also protecting privacy and security at home if needed. Managers may even need to provide tech support when necessary so there isn’t any issue keeping software functioning properly on devices used during work hours.

Remote working is a way for employees to work from home, manage their home lives more easily and save money on commuting costs. All these benefits make remote workers more loyal than ever before especially the ones that are currently “in demand” like eCommerce customer service reps or data analysts. Working remotely somewhere also makes it easier for managers who want to hire someone without worrying about geographic boundaries. Remote workers can be hired anywhere!

There is a “but” to remote working in that remote working impacts management because many people still haven’t caught up yet when it comes to technology skills so they do not have the necessary training or skillset to teach their workforce how best to use modern technology such as social media or cloud computing software programs. And while some companies embrace this new trend of allowing remote work, others do not see the benefits and are hesitant to take on more of a risk.

Remote working impacts management because some managers think it’s “too much work” or that employees will start slacking off if they have minimal supervision – which is not always true! Remote workers still need feedback, can be monitored via software programs like time tracker tools, and remote meetings should be scheduled so that all parties know when they’re taking place.

The best way for managers who want to embrace this trend is by first understanding what their company policies are regarding remote working then make adjustments accordingly. Remote work policies should be flexible and take into account the needs of both employees and managers, as well as what will make for a successful remote working experience.

Tips that managers can apply:

Managers  and leaders should set clear expectations for remote work policies. Management software programs like time tracker tools can be used to monitor employees and provide data when necessary. Remote meetings should be scheduled so that all parties know when they’re taking place. Tracking your employee’s progress and focus on the reporting. Emphasizing communication. Building connections and being available for your team and staff. Build their technological confidence and win their trust.

Celebrate success once they achieve something new. Remote working training should be compulsory for all the employees who are working online. This will ensure all employees start with a base level of understanding and it creates a positive impact upon all with better productivity, clearer understanding of expectations and happier employees. Remote working training can be tough in the beginning but with the right training for both employees and managers it can be incredibly rewarding.

Remote work is a new, innovative way of working that will help employees maintain their balance in life and focus on achieving the goals they were brought on board to achieve. New remote workers need time for synchronization but most are able to follow a flexible schedule by adapting themselves. Employee experience managers may have trouble advocating for remote workers if there isn’t enough trust built up between them due to communication barriers like chat programs or video conferencing tools being used less often than phone calls which make it hard when handling conflicts with another employee who is not accessible at any given moment.

 

In a nutshell, greater emotional intelligence in the workplace leads to a more positive, collaborative work environment. The Career Development Group suggests that managers who are empathetic and make an active effort to listen and connect with their team will have happier, more content employees. Leaders must have a two-pronged approach to leading effectively in a remote workplace, one of which is acknowledging the stress and anxiety that employees may be feeling in difficult circumstances. The other part is providing affirmation of their confidence in their team by using phrases such as “we can do this,” or “this is hard but I know we can handle it.” These connections need to be intentional and regular for managers and leaders to build trust with their teams in a disparate world.

Have your managers and leaders trained by exceptional consultants.

The Career Development Group is the best choice when it comes to training your manager and working with your leader to elevate company performance. If you are looking for ways to improve your business or organization, then manager training and employee development are good options to start with. Whether it’s developing leadership skills in the workplace or helping with personal development, our consultants are here to help. We offer a range of services that can be tailored specifically around your needs including:

  • Manager development programs
  • Employee development
  • Diversity, equity and inclusion training for managers and employees
  • Executive and senior leader programs
  • Leadership coaching for performance
  • Co-creation, idea sessions
  • Recruitment programs
  • Digital learning material
  • In-person and virtual trainer-led training
  • Entrepreneur support programs


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