Remote work and hybrid workplaces are here to stay. While not every job can be done remotely, researchers at the Ladders forecast that as many as 25% of all professional jobs will be remote by the end of 2023.
For leaders, this creates new challenges in leading and managing high-performing teams.
Remote Work Changes the Work Environment
Remote work changes the workplace environment in several ways and leaders need to be aware of the potential implications. Managing effectively means being more tuned in to your employees than ever before.
Most of us grew up in a world where the boss was discouraged from getting close to their employees. The pandemic changed that perception, hopefully for good. We learned that transparent communication, authentic conversations, and empathy were needed to keep everyone feeling safe and engaged. As people’s personal lives blended more openly with their work lives, it showcased how important it was for leaders to care for their teams.
Few workplaces are returning to the way they used to be. With remote work and hybrid workplaces, leaders need to carry forward the lessons learned and apply them to the new normal.
Psychological Safety
Leaders will need to be hyper-aware of visual clues that indicate changes in the virtual environment. For example, if an employee is showing physical signs of exhaustion or burnout, it’s tough to hide in the office setting. When employees are working remotely, they may be able to hide the warning signs for times they are communicating directly with managers and coworkers.
In the office, workers that are struggling may be able to rely on their peers for support. When they are working remotely, that may not be an option. Leaders will need to pay close attention to the times in between video conferencing to ensure workers aren’t struggling quietly while working at home.Job
burnout is at an all-time high. The 2022 American Psychological Association survey found that 79% of employees had work-related stress leading to a lack of interest, motivation, and energy at work. While leading remotely, managers need to do regular check-ins to gauge how workers are feeling and listen to concerns.
Workplace Dynamics
Most workplaces will have some employees working in-house and others working remotely. In other cases, hybrid work models may be adopted, meaning workers will see each other in person only occasionally. This can significantly alter workplace dynamics.
While remote workers say they have found more balance in their lives, 60% of those responding to a Pew Research study say they have become less connected to co-workers.
Just as cliques and groups form in the workplace, it can happen in a remote environment as well. There can be divisions between in-office workers and at-home workers. Remote workers can feel left out of important discussions, causing trust issues.
Just as office workers will talk amongst themselves, remote workers will too. Instant messaging makes it easy to have discussions outside of official channels. The converse is true as well. Office-bound employees may feel they are being punished by having to report to work while others get to work at home.
This can easily turn into a “them against us” as teams feel marginalized. Leaders need to continue to foster a team approach that includes all employees.
Workplace Equity
Another area leaders need to be especially mindful of is the equitable treatment of all employees. With less day-to-day contact with a remote workforce, it can be more challenging to evaluate performance — especially in a hybrid setting. Remote workers may fear that in-house staff will enjoy more face time with the boss and be more likely to receive promotions or benefits.
Engagement and Fulfillment
When employees are working remotely, they may feel disconnected from the team and the mission. Their focus is more likely on deliverables, which can turn any job into a routine. Engagement can diminish quickly, causing remote workers to withdraw.
Leaders must hold both group and individual meetings to ensure remote employees do feel connected and stay focused on the right things. A sense of purpose is an important element in fulfillment for employees. When they lose that sense of purpose, they are more likely to be less productive, produce poor-quality work, or look for other jobs.
Leaders need to consistently reinforce the company culture and embed this sense of purpose in the work. When employees understand how their role relates to the bigger picture, they will be more engaged and fulfilled.
Be Available
One common complaint among remote workers is that they often get stuck waiting for a particular piece of information or guidance before they can complete a task. In the office, you can often turn to co-workers for information, see if the boss is busy, or walk down the hall and find the information yourself. Remote workers may waste time just seeing if someone is available to answer their questions.
Setting up a framework for communication is important, but leaders also need to be available when remote workers need guidance. It’s important to have a virtual open-door policy to facilitate communication and a formal way to let remote workers know when and what to do when you are unavailable.
A Recognition Plan
It’s far easier to provide recognition for employees you see in the office. Their presence provides a visual reminder that they are doing good work and deserve a thank you. When employees are working remotely, you may have less contact and fewer opportunities to seek them out.
Leaders need to pay special attention to remote employees and highlight their accomplishments. A simple thank you can make a big difference.
You need a plan for how to recognize remote team members. Not only do you need to do this in one-on-one settings, but also during group meetings. Recognition for a job well done in front of a worker’s peers is important. It’s also a way to reinforce the positive behavior you want others to model. It helps teams understand what you value and what it takes to be recognized.
Leading Remotely Requires a Proactive Approach
How leaders choose to manage remote workers will have significant implications for how well teams work together. For many managers, leading remotely will require changing their style to be less authoritarian and more collaborative. It means being closer to employees than in the past and taking the time and effort to balance personal and company needs.
Leaders need to take a proactive approach to keep remote workers connected, engaged, and productive. If you’d like to learn more about successfully leading a remote or hybrid team, we can help. At Impro, we guide leaders to think more creatively about increasing collaboration and taking greater initiative to form strong workplace dynamics.
Learn more about Impro and what we can do for you by visiting our website – and let us know what you think!