It’s been several years since the pandemic turned work culture on its head. As a manager, you probably feel much more comfortable with some or all of your employees working remotely. If they remain productive, they do not need to be under your constant supervision. They are professionals who know their business.
However, there may be times when they need (or want) to hold your hand a little more than you would like. You may not always have extra time to guide them through the project step by step. To avoid such situations, you can encourage your remote workers to be more autonomous. Let them know they have the skills and experience to be self-motivated and self-reliant.
Need help spreading this message? Keep reading for some tips on how to encourage your domestic workers to tap into their independent nature.
1. Encourage Convenient Collaboration
When you think of collaborative work, images of conference rooms and brainstorming sessions may come to mind. Such encounters are less likely when working remotely. Instead, consider encouraging your remote workers to adopt asynchronous collaboration. It’s a project management approach that allows your team members to work together like pen pals on their own time.
You may have employees in different time zones. Some of them may be early risers or night owls. With an asynchronous workflow, they can complete tasks at a time that suits them. Be sure to give them good digital communication tools. They can stay connected at the touch of a button and everyone stays up to date on the project.
Click here – What are the 5 signs of Korsakoff syndrome?
2. Foster Trust
The manager-employee relationship is not much different from other partnerships. Trust is fundamental. In fact, since you don’t see your team members every day, this is even more important. You must be sure that they will do their job. Let your employees know that you believe in their productivity. Keep in mind that you will get better work from an employee who feels respected.
However, building such a culture of trust is not always easy. Do it step by step. Start by giving team members small responsibilities and checking in frequently. Gradually increase their tasks and see how they react. If something goes wrong, you can reduce the amount of food you put on their plates.
3. Don’t micromanage
This goes hand in hand with trust in your employees. When you let your team go on their own, try not to be a “helicopter manager”. It’s tempting to follow their every move. However, too much attention can backfire.
If you’re constantly asking for updates and reports, your employees have less time to spend on their to-do lists. You will slow them down and can cause them to miss deadlines and disappoint customers. Instead, set up weekly calls for a quick check. Take this time to study progress and clear any stumbling blocks. Of course, let them know that you are always available for urgent issues at any time.
4. Be a role model
Since you are a manager, your employees will automatically monitor your work style. Whatever behavior you display, they will tend to imitate. Do you answer emails at 9pm on a Saturday night? Do you hold conference calls at 5am on holidays? If so, be careful. You may be setting silent expectations that can lead to employee burnout.
If you want happy, healthy, and well-rested staff, make sure you model the behavior that will lead to that outcome. Perhaps you need to take a step back and set boundaries between work and personal life. Let your employees see that you value personal time. This way they will feel empowered to do the same.
5. Pay less attention to hours worked
Dolly Parton wrote this song for a reason – working from 9 to 5 has long been the norm in the US workplace. However, in today’s working conditions, this is not suitable for everyone. Some people work fast. Others are in no hurry. Ask yourself what is more important – the hours they spend sanding or the quality of their work?
In the end, the end product matters. If your employee consistently exceeds your expectations, does it matter if they don’t work exactly 40 hours a week? Do your best not to keep track of when they come or go. This lack of watch over the clock contributes to the trust mentioned earlier and gives your employees some downtime to recharge during the day.
6. Contribute to improvement
Errors happen in any working environment. However, remote workers may need a little more time to get comfortable. Resist the urge to be overly critical or impose consequences. Instead, encourage team members to use their mistakes as an opportunity to learn.
If you are too strict, your employees will back off and put less creativity into their work. When mistakes happen, take the time to talk to your team members and make recommendations. These conversations help your employees build confidence in their skills. This ultimately translates into growth for your team and your company.
In today’s work world, two things are clear: productivity expectations haven’t changed, and remote work isn’t going anywhere. To reach their full potential, your remote workers need to feel free to work their way. Follow the tips above and your team will become more self-sufficient and successful.
Click Here – Important Elements for Ecommerce PPC Campaigns