While the challenges of remote work may seem affecting leaders style- sometimes vanity, willingness, comfort state – there are effective solutions that can help managers overcome them and foster a productive and cohesive virtual team. Here are some key strategies to consider:
In today’s world, technology drives everything we do. Companies and businesses are more commonly offering remote positions or allowing employees to work remotely part time. This has generated the need to have norms and tools and that allow managers to lead and team members to contribute to projects and make changes as necessary. However, even with modern technology at hand, you and your team could face difficulties in adapting to new protocols and procedures involved in remote work.
As organizations move from local to trans-global enterprise models, they require leaders who can adjust to different environments quickly and work with partners and employees of other cultures. Managers from different cultures tend to have different views of the self, which affects individual’ cognition, goals in social interactions, and consequently influences their behavior and goals in decision making.
Let me start this training by sharing an examples collected from one of my trainees!
One of the primary purpose of Performance Management System is an Performance Conversation . It allows the person receiving it know where they stand when it comes to their current performance that in turn enables them to have clear expectations. As a result, they feel reassured and safe and are more likely to work with their leader towards improved performance and better results.
Your employees are what keeps the company going and hence it is imperative that you keep the employees performing to the best of their ability. One of the most effective and lucrative ways is through frequent performance discussions. Debating on their work performance can only have positive results, which is why it’s so important to incorporate frequent performance feedback as part of how you run your business.
A lot of books, research papers have been written on Performance Management. Equally a lot of tools have been created to measure it. For every organization in any sector, this mantra is always included, talked about and extensively practiced.
Performance management is one of the most difficult process for a manager in any organization and yet it is the inevitable part of an organizational process. It is a sum total of recognizing, gauging, managing, training and developing the performance of the human resources in an organization. In a nutshell, it’s the process of creating an environment where people perform to the best of their ability in order to meet the company’s goals and they are evaluated periodically by the line managers or bosses.
The ongoing pandemic has brought about a 360 degree change in the ways employees work as well the ways in which they are lead, managed and handled by their team leaders or seniors. In a global scenario, where most of the workforce have had to adjust to working from their homes, the people in-charge of the workforce have had to mould and adapt their leadership skills to suit the online culture wherein their major challenge involved in getting the work done from their teams as a unit, keeping them motivated for uncertain weeks and months, as well as being sensitive to their own personal needs and space as well. Certainly, to lead the team sitting on the cozy couch of the room is nothing less than leading a group of clueless people in the darkness of the night, where one can’t see each other but can hear each other’s voices and work with the only device they have in their hands- smartphones.
Although work from home was a privilege, now it is a new normal.
Even the best of leaders need to gear up their game while being better equipped to handle remotely working employees by motivating and fostering high morale. Running a remote team is not an easy task especially when they are working from home for a sustained amount of period. Here are a few practices that will ensure employees are motivated, productive, and feel valued through these unprecedented times.
As much as this topic has become a cliché in the modern management discussions around the globe, the importance is not diminished of the fact that one of the strengths of today’s growing diversity of global human resources is the fact that diversity brings new perspectives and new workplace solutions in order to manage creative problems. To make it on the table using a variety of staff and staff approaches, the manager must study the frame of reference and the world model, build a more effective working group and actively expand to create a comprehensive and at the same time functional work environment.
“I am a fiercely competitive entrepreneur who wants his startup to grow at a fast rate. I want to be covered by magazines, be on the cover page of publications, outwit my competitors, and be the best in the market. At the same time, I want my team to grow, develop, and enjoy the work in my company. I am not only about bottom lines and revenues. I am also about happy teams and a good work environment. I want my employees to grow, make good money, and live a good life.
”All of your co-workers are fools. You must learn to pity and tolerate them.”
If you guessed where the quote is from you belong to a cult – the Dilbert Cult.
People who read Dilbert strips are an instant convert to the Dilbert cult. So what gets you glued to Dilbert? What makes you sit for hours in one place and read the strips? If it can make you into a follower then imagine the power of Dilbert in your workplace? It can get your employees glued to your company and how.