Remote work is becoming more common and popular, especially in the wake of the Covid-19 pandemic. Many organizations have adopted remote work policies to ensure the safety and well-being of their employees, as well as to leverage the benefits of flexibility, productivity, and diversity that remote work offers.

However, managing remote employees also poses some unique challenges, such as communication, collaboration, engagement, and performance. How can managers effectively lead and support their remote teams, while also maintaining a healthy work-life balance?

In this blogpost, we will share eight strategies for managing remote employees, based on research and best practices from various sources. These strategies are:

1. Establish team norms and expectations

2. Hold regular check-ins and one-on-one conversations

3. Leverage technology

4. Provide feedback and recognition

5. Foster trust and accountability

6. Encourage social interaction and team building

7. Promote learning and development

8. Support wellness and self-care

1. Establish team norms and expectations

One of the first steps to managing remote employees is to create a clear and consistent remote work policy that outlines the rules and guidelines for working remotely. This policy should cover aspects such as:

• Eligibility and availability: Who can work remotely, and when? How many hours and days are expected? What are the core hours or time zones that remote employees should align with?
• Communication and collaboration: What are the preferred tools and channels for communication and collaboration? How often and how long should meetings be? What are the norms for responding to messages and emails? How should remote employees share their work progress and updates?
• Performance and evaluation: How will remote employees’ performance and productivity be measured and evaluated? What are the goals and expectations for remote employees? How will remote employees receive feedback and recognition?

A remote work policy provides a framework for how and when remote work will be managed in your organization. It also helps remote employees understand what is expected of them, and how they can contribute to the team and the organization.

2. Hold regular check-ins and one-on-one conversations

Regularly checking in with your remote employees is a highly effective way to boost their engagement and motivation. Check-ins can be done in various ways, such as:

• Daily or weekly team meetings: These are short and frequent meetings that allow remote employees to share their work progress, challenges, and achievements. They also help managers to monitor the team’s performance, provide guidance and support, and address any issues or concerns.
• One-on-one meetings: These are more personal and in-depth meetings that allow managers to connect with remote employees on an individual level. They also help managers to understand the remote employees’ strengths, weaknesses, goals, and needs, and to provide feedback, recognition, coaching, and mentoring.
• Ad hoc or informal chats: These are spontaneous and casual conversations that allow managers and remote employees to catch up, chat, and bond. They also help managers to show interest and care for the remote employees’ well-being, and to build rapport and trust.

Check-ins and one-on-one conversations are essential for maintaining communication and collaboration with remote employees. They also help managers to foster a sense of belonging and inclusion among remote employees, and to create a positive and supportive team culture.

3. Leverage technology

Technology is the key enabler for remote work, as it allows managers and remote employees to communicate, collaborate, and coordinate effectively. There are various types of technology tools that can be used for remote work, such as:

• Communication tools: These are tools that allow managers and remote employees to exchange information and messages, such as email, phone, chat, and video conferencing. Some examples are Slack, Zoom, Skype, and Microsoft Teams.
• Collaboration tools: These are tools that allow managers and remote employees to work together on projects and tasks, such as file sharing, document editing, and project management. Some examples are Google Drive, Dropbox, Microsoft Office, and Asana.
• Coordination tools: These are tools that allow managers and remote employees to organize and align their work schedules and activities, such as calendars, time tracking, and task lists. Some examples are Google Calendar, Toggl, and Todoist.

Technology tools can enhance the efficiency and effectiveness of remote work, as well as the quality and quantity of the work output. However, managers should also be mindful of the potential drawbacks and challenges of technology, such as:

• Overload and distraction: Too many tools and notifications can overwhelm and distract remote employees, and reduce their focus and productivity. Managers should help remote employees to prioritize and manage their workloads, and to set boundaries and limits for their technology use.
• Miscommunication and misunderstanding: Technology can sometimes create barriers and gaps in communication, such as lack of non-verbal cues, tone, and context. Managers should help remote employees to communicate clearly and respectfully, and to avoid ambiguity and confusion.
• Isolation and disconnection: Technology can sometimes create a sense of distance and detachment among remote employees, as they miss out on the social and emotional aspects of work. Managers should help remote employees to stay connected and engaged, and to foster a sense of community and belonging.

4. Provide feedback and recognition

Feedback and recognition are crucial for managing remote employees, as they help them to improve their performance, to learn and grow, and to feel valued and appreciated. Feedback and recognition can be given in various ways, such as:

• Formal feedback: This is feedback that is given as part of a structured and systematic process, such as performance reviews, appraisals, and evaluations. Formal feedback should be based on clear and measurable criteria, such as goals, objectives, and outcomes. Formal feedback should also be balanced and constructive, highlighting both the strengths and areas for improvement of remote employees.
• Informal feedback: This is feedback that is given as part of an ongoing and continuous process, such as check-ins, one-on-one meetings, and ad hoc chats. Informal feedback should be timely and specific, providing remote employees with immediate and relevant information on their work progress and results. Informal feedback should also be positive and encouraging, praising and acknowledging the efforts and achievements of remote employees.
• Recognition: This is feedback that is given as part of a recognition and reward program, such as bonuses, incentives, and awards. Recognition should be aligned with the values and culture of the organization, and reflect the contributions and impacts of remote employees. Recognition should also be meaningful and personalized, showing remote employees that they are seen and appreciated.

Feedback and recognition are essential for managing remote employees, as they help them to stay motivated and engaged, to enhance their skills and competencies, and to increase their satisfaction and loyalty.

5. Foster trust and accountability

Trust and accountability are key for managing remote employees, as they enable managers and remote employees to work together effectively and efficiently, without constant supervision and control. Trust and accountability can be fostered in various ways, such as:

• Empowerment and autonomy: Managers should empower and enable remote employees to make decisions and take actions that are relevant and appropriate for their work. Managers should also respect and support the autonomy and independence of remote employees, and avoid micromanaging and interfering with their work.
• Transparency and honesty: Managers should share and communicate openly and honestly with remote employees, and keep them informed and updated on the vision, mission, goals, and strategies of the team and the organization. Managers should also encourage and expect remote employees to be transparent and honest with them, and to share and communicate their work progress, challenges, and feedback.
• Responsibility and ownership: Managers should assign and delegate clear and specific roles and tasks to remote employees, and hold them accountable for their work results and outcomes. Managers should also encourage and enable remote employees to take responsibility and ownership for their work, and to be proactive and initiative in solving problems and improving their work.

Trust and accountability are vital for managing remote employees, as they help them to work more productively and creatively, to collaborate more effectively and efficiently, and to deliver more quality and value.

6. Encourage social interaction and team building

Social interaction and team building are important for managing remote employees, as they help them to develop and maintain positive and supportive relationships with their managers and colleagues, and to feel connected and engaged with the team and the organization. Social interaction and team building can be encouraged in various ways, such as:

• Icebreakers and games: These are fun and interactive activities that allow remote employees to get to know each other better, and to break the ice and ease the tension. Some examples are trivia, quizzes, puzzles, and bingo.
• Virtual coffee breaks and happy hours: These are casual and informal gatherings that allow remote employees to chat and socialize with each other, and to share their personal and professional interests and experiences. Some examples are coffee chats, tea time, and drinks night.
• Online events and celebrations: These are special and festive occasions that allow remote employees to celebrate and commemorate their achievements and milestones, and to show their appreciation and gratitude to each other. Some examples are birthdays, anniversaries, holidays, and awards.

Social interaction and team building are essential for managing remote employees, as they help them to build trust and rapport with each other, to create a sense of community and belonging, and to enhance their well-being and happiness.

7. Promote learning and development

Learning and development are crucial for managing remote employees, as they help them to acquire and update their knowledge and skills, and to adapt and thrive in the changing and challenging work environment. Learning and development can be promoted in various ways, such as:

• Training and coaching: These are formal and structured learning programs that provide remote employees with the necessary and relevant knowledge and skills for their work. Some examples are online courses, webinars, workshops, and mentoring.
• Self-directed and peer learning: These are informal and flexible learning opportunities that allow remote employees to pursue their own learning interests and goals, and to learn from each other. Some examples are online books, podcasts, blogs, and forums.
• Learning challenges and projects: These are practical and experiential learning activities that allow remote employees to apply and test their knowledge and skills, and to learn from their successes and failures. Some examples are hackathons, case studies, simulations, and experiments.