How To Manage Your Team From Home
“The best economies in the world have grown on the back of an environment that is tolerant and accepting.”
-Patrice Motsepe, Founder, African Rainbow Minerals (South Africa)
In response to the uncertainties following the COVID-19 pandemic, many companies and institutions are encouraging their employees to work remotely.
As a digital marketing agency based in London, Mauritius, and Kenya, our team functions remotely from different corners of the world, and can help you do so too.
Though everyone prefers to have established clear remote-work policies and training in advance, this level of preparation may not have been possible in the wake of sudden lockdowns and events that followed the pandemic. Fortunately, we’ve outlined some steps managers and employers can take to make this transition from office-work to home-office smoother for everyone.
- Daily Check-Ins
Whenever possible, this should ideally be regular and structured, face-to-face via videoconferencing. The purpose is simple: set the day’s/week’s agenda, ask for feedback, and provide the resources your team needs. Check-ins can be one-on-one or for the entire team depending on how collaborative their work is.
- Provide Different Communication Technology Options
Email isn’t enough. Especially for smaller groups, video conferencing allows your team to pick up visual cues and decrease the sense of isolation among people. For collaboration, mobile-enabled individual messaging platforms such as Slack, Google Meet, or Microsoft Team give an appropriate amount of data security while sharing sensitive information.
- Define Remote Work Policies
Companies might have the resources for remote work, but not the policies to support them. Having plans and procedures in place can prevent poorly organised rollouts where some teams have more freedom than others. The specifics of this depends on your team size, responsibilities, and requirements. It requires you to address issues such as availability, communication tools, and remote progress tracking.
- Focus on Outcome, not Activity
It isn’t possible (or wise) to manage every aspect of work done by a remote team, especially if they’re widely dispersed. Instead of focusing on the amount of activity or number of hours worked, look at their outcomes, and measure them accordingly.
- Be Flexible
These are trying times. While not an excuse to slack off work, it does mean rethinking what productivity means. Employees can’t put in eight hours anymore, and employers/managers must try to trust their team and give them the flexibility to get work done on a schedule that helps them stay productive.
- Offer Encouragement and Emotional Support
Abrupt changes can cause stress, struggles, and anxieties for everyone. Listen to your team and empathise with them. They’ll be looking at you for cues on how to react to these sudden changes, so keep your language and attitude easy-going, approachable, and provide affirmation with confidence, and everything will transition well.
When leaders stay positive and on top of things with the intention of holding up company culture, then shifting to remote work can only be successful.
You’ve got this. Digital Odyssey can help you stay on top of trends to effectively navigate the complex waters of the internet. Our marketing agency can help you with further ideas of how to design world-class websites, seamless user journeys and digital marketing campaigns.
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