Adapting to a New (Virtual) Reality: Three Tips for Leaders Transitioning to a Remote Team
Things are getting really different really quickly. And, chances are, they’re not going to go back to the way they were once COVID-19 runs its course. If you’re an organization or a manager who is facing the shift from face-to-face to remote work, it can be a shock to the system. How do you keep your team engaged? How do you make sure you still hit your targets? How do you keep everything as “normal” as possible and still thrive amidst all this change?
Based on my experience as a virtual worker and coach, here are 3 quick tips for leaders that I think are the most useful right now for working with remote teams:
Tailor the new team dynamic to meet your team’s strengths and experiences – call an initial meeting with your team for a roundtable discussion. Get everyone’s input regarding their best and worst experiences about working on a team, particularly if they've worked remotely in the past, and collectively set new ground rules based on those experiences. Write them down, email them out, and remind everyone of the ground rules before each virtual meeting. Figure out what each team member’s strengths are in regard to soft skills, hard skills, social style, etc., and how you can leverage those strengths based on the new way your team has decided to work together.
Set clear expectations - create a detailed plan of how and when you'll connect, both as a team and one-on-one, how work will be assigned and reviewed, what the next few weeks will look like, and milestones to be achieved. Creating a clear vision and plan of what’s to come can help alieve any anxiety or confusion that could be experienced by any team member.
Stay present - connect with each member of your team on a daily basis through multiple channels (video calls, instant messages, phone calls, emails). In my opinion, the video calls are the most important - keeping that human element in a virtual world, seeing someone’s face and body language, makes all the difference. Be sure to ask each employee how they are (physically and emotionally) and what they need from you in order to get their job done.
If you’re looking for more tips, guidance, or any other support with your work, your team, or your organization, please do not hesitate to reach out to me. I’m more than happy to brainstorm, coach, consult, or facilitate in any way I am able.
In the meantime, take care, stay safe, and be kind.
Holly Wright | Executive Coach
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