Managing motivation......remotely!

managing and motivating a remote team

There is no doubt that managing a team remotely is much more time consuming.
In normal circumstances, you can have a quick walk around the office, catch up with the team and you can normally gain a general “vibe”. Who’s up for the day?! Who needs a little lift? Is it a Friday and do I need to bring in the doughnuts?!

Managing and motivating that same team across various postcodes isn’t as simple.
But, it can be done! A lot of it comes down to trust and mutual understanding between the employer and employee.

7 top tips for motivating your remote team….

Check in with them frequently – “Human beings are social creatures by nature, which is inherently in conflict with remote work culture”. Keep in touch, with all employee’s, including those on furlough.

Trust them – Not everyone is cut out for remote working. But, those who prefer to work from afar do so because of the flexibility. You still need to define responsibilities, expectations and deadlines, as well as checking in on them. But beyond that, there’s no need to micromanage, leave them to it and let them do their thing.

Implement a recognition programme – Creating a culture of recognition should always be top priority, after all it is an assured way to retain top talent, boost engagement and encourage high performance. Remote recognition, even more so!

Take an interest in your team’s workspace – You don’t want to overstep the bounds here but for me this is essential and shows that you genuinely care. I spoke to someone last week who was working from a desk in their own bedroom, it was the first thing they saw every time they woke up! This can play a huge factor for n individuals engagement and motivation!

Get to know them – This is my favourite tip and it’s essential. The current situation presents a unique opportunity to really get to know your team, all of them. Employee’s personal lives have understandably become a huge part of their working life; ask them about it, get to understand their personal responsibilities. It might allow you to better understand their motivations in the workplace.

Cut out the unnecessary – There is such a thing as too much communication. Make it a point to only schedule meetings and calls when necessary. Respect your employee’s time and trust them.

Remote company culture – Recognition, shout out’s, newsletters, business updates; maintain and share your company culture as much as possible.