As a manager, you want to make sure your employees are happy and productive. But when your employees are working abroad remotely, it can be tough to reach the right balance between supervising just enough and micromanaging. When you have employees working in different countries, there are a few things to keep in mind to make your supervision more effective.
Make Remote Workers a Priority
It’s easy to overlook remote workers and it can be a challenge to make them feel like a real part of the team, but it’s an absolutely essential part of retaining them and keeping them on track. Get to know each remote employee personally. Learn about their strengths, weaknesses, and working style, just as you would with any employee, and let them know you trust them to work hard within the company. Let them know that you’re there to help, not simply there to get on their backs about getting work done.
Understand that working remotely isn’t always easy. Remote workers aren’t directly connected with coworkers, but including them in events and meetings, and keeping them updated on news and management decisions should be a priority for you as a manager. It’s your job to make sure they feel listened to and heard when voicing their opinions and planning for their future with your company.
Keep Communication Open
When the employees you manage are on-site, it’s easy to hop over to their cubicle or office to ask a quick question or check in. This isn’t quite so easy with remote employees. It’s important that your employees know how to contact you when they need to, and that you can contact them if any problem arises. It may be a smart idea to limit phone calls or video chats to a daily 15-20 minute brief to set priorities for the day or discuss any projects. Calls on top of that can be limited to emergencies or previously-discussed meetings, as constant phone calls or video chats can end up being disruptive or intrusive for employees.
Texting and emailing are great tools, but expecting an immediate response, especially outside of normal business hours, is overstepping your bounds as a manager. Remember, your employees likely have found a rhythm or workflow that works best for them, and too many messages may signal that you don’t trust their judgment. Establish a communication routine that works for both your and your employees.
Take Advantage Of Technology
Tools like Slack, Zoom, and Google Drive make communicating and sharing work remotely easier. Find platforms that work well with your management style, and get everyone on board using them. It can take a bit for employees to adopt new tech, but show off the advantages and praise employees who participate. These tech platforms can help fuel a sense of community and connectivity among your employees, which is a vital part of keeping a team running smoothly. Remember, instantaneous communication is possible, but expecting employees to drop what they’re doing to hop on a video call may not be as helpful as you may think
Set Clear Expectations
Let your remote employees know clearly what kind of behavior and productivity you expect every day. It can be helpful to have remote employees write up weekly reports on the work they did and the progress they’re making on projects, so you can make sure that everyone on your team is in the loop. If you notice an issue, talk about why it may be happening instead of immediately resorting to discipline. A remote environment can sometimes be full of distractions, so it’s a good idea to try to identify problems before they become an issue. If a remote employee is clear on what your expectations are, it will help keep them focused on the tasks at hand without you having to constantly monitor them.
Flexibility Is Key
One of the things that remote workers enjoy most about working remotely is the flexibility it offers. If your employee is in a different time zone or a different country, remember that their schedule might look a little different than yours, but this doesn’t signal a problem. Remember, if an employee is getting their work done, showing up and participating in group discussions, and meeting deadlines on time, it shouldn’t be a problem if they put in hours early in the morning or late at night instead of the normal 9-5.
Flexibility is one of the most important factors of managing remote employees just right. If they’re free to work in a way that works for them, they’re more likely to be happy, productive, and enthusiastic on a day-to-day basis. Take a step back and let your remote employees find their footing, and only step in if there seems to be an issue.
If you’d like more tips on managing a remote team, contact us!
