How to Manage a Remote Workforce

Remote work has gained significant traction in recent years across nearly every industry. Driven by benefits, such as improved work-life balance, increased productivity, and positive impacts on the bottom line, remote and hybrid work models are becoming a leading trend in business. Recent projections indicated that approximately a million individuals in the United States would be working remotely by 2025. This swift and steady transition to remote work necessitates that you and your company’s global HR department are prepared to adapt and tackle the unique challenges and possibilities of managing a remote workforce.

Ways to Manage a Remote Team Effectively

Successfully leading a remote team involves transparent communication, strategic planning, and the appropriate technologies to maintain seamless operations. Here are some key best practices to help global hr manage your remote team in a way that fosters productivity, engagement, and unified progress towards your organization’s overarching objectives.

Have Definite Expectations

Clearly defining expectations is a fundamental step in managing remote teams effectively. Drawing on the expertise of global HR professionals, establishing clear guidelines, defining boundaries, and revisiting fundamental principles are crucial initial steps when embarking on any project. For your remote employees to be productive and for the entire team to succeed, it’s essential to communicate what needs to be achieved and the processes involved. By setting clear expectations regarding work hours and meeting attendance, employees will have a solid understanding of what’s required of them to be successful in their roles.

Regular Communications

Consistent check-ins are vital for maintaining open communication channels with remote team members and ensuring everyone remains aligned with their goals. These check-ins should go beyond routine updates; they should serve as valuable opportunities for meaningful discussion, collaborative problem-solving, and stronger working relationship development, offering benefits for the manager and the employee. During their initial 90 days, schedule dedicated check-ins at the 30-day, 60-day, and 90-day marks. Use these meetings to discuss their progress, address any challenges they might be facing, and collaboratively establish longer-term objectives.  Employ a template or agenda to ensure that individual check-ins address essential areas such as workload management, professional growth, current challenges, and constructive feedback.

Plan Free Time

While regular team meetings are beneficial for managing remote employees, they don’t fully replicate the spontaneous interactions of an in-office environment. To foster a sense of connection, team members need opportunities to interact casually and get to know each other beyond their work roles. Encourage your team to share aspects of their personal lives and experiences. Video conferencing with a digital whiteboard can naturally lead to more impromptu, unplanned conversations when brainstorming ideas. These casual exchanges are valuable for nurturing creativity and unlocking the best ideas from your team members. Think of it as creating a virtual break room where informal connections and spontaneous discussions can flourish.

Flexible Working Protocol

Effective management of remote teams still necessitates well-defined structures. These frameworks clarify daily responsibilities, fostering motivation, supporting focus, and boosting productivity. Striking a healthy balance between work and personal life is crucial for remote employees’ well-being and sustained performance. If you determine that fixed remote work hours aren’t the best fit for your team’s needs, consider implementing a timesheet system. This step can help you monitor workload and ensure that remote workers aren’t overburdening themselves. Additionally, scheduling regular, brief meetings–even just 15 minutes–offers a valuable opportunity for remote employees to raise questions or suggest beneficial changes. These short check-ins can significantly enhance communication and optimize remote work practices.

Listen to Employees

Influential managers are typically excellent listeners. However, they often underutilize surveys as a valuable feedback mechanism. To gain deeper insights into employee sentiment, consider implementing a monthly or quarterly Employee Net Promoter Score (eNPS) survey, alongside regular one-on-one meetings. Cultivating strong listening skills by global HR is crucial for managers. It enables them to understand their team members’ underlying intentions and feelings. Active listening is a fundamental skill for successful team management.

Research indicates that, on average, remote employees work an extra day each month, and many report feeling more productive in a home-based work environment. However, actual productivity is influenced by various elements, including the nature of the work itself, the quality of the home workspace, the frequency of interruptions, individual personality traits, and personal work preferences.