When companies expand their international reach, more problems for employees and managers arise. Managers, in particular, are finding the pressures of managing distributed remote workers to be hard to deal with. Employees, on the other hand, are being pushed to accept the idea of being remotely managed. As a result, there is a need for complete transparency and responsibility. The massive challenge falls upon the managers, whose managerial abilities are being put through their paces due to the need for remote management skills. Managers must learn how to handle workers in remote locations in order to effectively manage internationally distributed teams. But there is no need to worry, the remote working experts at Wurkr have come up with a list of tips to help you manage your internationally distributed remote employees effectively.
Make use of the appropriate management tools
The disparities in position of staff complicate the administration of duties and organisational tasks when it comes to remote management. The organisational problem is compounded by the fact that different teams from different places are involved. Managers can use a variety of available tools and programmes to aid in the administration process in order to be competitive and successful.
An important tool would be a virtual workspace, like Wurkr, which allows employees to work together from anywhere. By creating a virtual workspace your team has a central hub / office to meet and communicate which in turn makes managing distributed teams 100% more efficient. Streamline your virtual communication today by signing up for your own free trial virtual workspace here.
Communication, Communication, Communication
Communication is essential for a manager to ensure a seamless flow of operational functions in the workplace. The importance of coordination cannot be overstated when it comes to the task of remote control of organisational functions. Collaboration between each team’s management and staff will ensure that managers and their subordinates operate efficiently.
Working remotely necessitates the use of a well-organized communication plan that includes a thorough briefing. Such sessions, held weekly or monthly, will ensure that correspondence is coordinated and that supervisors should not miss or fail to conduct periodic briefings. Managers will be able to meet all employees thanks to the use of virtual workspaces, like Wurkr.
The verbal interactions between staff and their supervisors aren't the only form of communication. It also entails the exchange of business-related information such as financial data, revenue, earnings, and human resource data. Sharing such critical information on a regular basis through high-speed broadband connectivity allows for informed decision-making.
Delegate to avoid micromanagement
Remote management brings with it the possibility and desire to micromanage each of the remote business hubs. While it's critical to express care and involvement about what's going on in one of the remote business hubs, it's also critical to prevent micromanagement, which occurs when managers want to force their opinions on any single significant decision that needs to be made in the organisation.
Micromanagement can potentially throw companies off track, and employees can become dejected and irritated when even the smallest of choices are taken remotely. It is important to assign tasks to workers in order to inspire them, as this enhances their responsibility and strengthens their commitment to their workplace duties. Delegation also means that employees' organisational skills develop and that they are capable of rising to the task of working without onsite supervision while also achieving results.
When in Rome...
Remote control of employees, as well as the fact that some workers are spread out across the world, creates certain particular disparities that managers should be mindful of. The first distinction, though minor, is the presence of time. Different time zones exist in many parts of the world.
When working with employees from several locations, it's crucial to keep track of their time zones to prevent communicating at inconvenient times. For example, it would be more convenient and courteous for a manager to change his or her schedule so that the contact takes place during the daytime hours of the remote workers. To prevent a cultural clash, distinct but simple cultures from various locations should be noted.
Results over activity
This is well recognised as a best practice for improving employee motivation and empowerment. Allowing staff (who have the training and tools to implement – this is critical) to create a strategy of execution after clearly specifying the priorities and expected outcomes boosts innovation and ownership. It's much more difficult to micro-manage individuals in a distant location. But micromanaging is overrated anyway!
Obstacles must be removed.
Physical and emotional loneliness, distractions at home dragging them in different directions, children engaging in home-schooling or the postman ringing the doorbell are only a few of the latest unexpected hurdles remote workers face. You catch my drift. Then there are the organization's possible new challenges, which could put undue pressure on teams. Change is essential. One of the many roles of command in leadership is to secure the staff so that they can concentrate on their immediate tasks. As many barriers as possible should be removed.
Managers must consider tension, listen to workers' anxieties and fears, and empathize with their challenges, particularly in the light of a sudden transition to remote work. Employees turn to their supervisors for cues about how to respond to unexpected transitions or crisis circumstances, according to research on emotional intelligence and emotional contagion. Panic only causes panic, so remain calm to help keep you and your team work effectively and efficiently. We’re all in the same boat after all.
Get your expectations in check.
This has always been a requirement, but it has been even more so in the current climate. As previously said, numerous companies and departments have been forced to pivot (some significantly), which means that the same people will now be refocused on new projects, affecting skill and motivation...and therefore efficiency and results. Set simple goals and solicit reviews to ensure that everyone is on the same page. Don't just assume your team knows where they should target their efforts.