8 tips for managing your team remotely

With the rise of remote working and the development of new ways of working in organizations, managers must increasingly manage remote teams. This is not easy, and involves questioning traditional face-to-face management methods, because you do not manage a team that is physically present on the company's premises in the same way or employees who work from home in the same way.

How do you keep team members motivated and productive? How can you help them manage their time effectively? How to ensure your daily management role without becoming a micro manager? How to maintain team cohesion, the feeling of belonging and the commitment of employees?

To answer all of these questions, discover 8 tips to help you manage your remote team.

1. Learning to trust

Trust is the fundamental element of a relationship between a manager and his team. This is especially true when the team is geographically dispersed. As a manager, your role is not to constantly check that your employees have done their job well. You need to be able to delegate and entrust missions to your team without taking everything behind them.

Of course, trust is built over time, and your employees must also prove to you that they are trustworthy. But when working from home, it is an essential prerequisite. Remember that you have chosen your employees for their skills and experience, and remember that everyone has the right to make mistakes.

2. Set rules

For your team to function properly remotely, it is essential to establish a framework and define rules. Your employees need to know what they can and cannot do, and what is expected of them.

Together, agree on the following points:

• work schedules and availability (for example, no messages and calls before 8:30 a.m. and after 7:00 p.m.)
• how to communicate on a daily basis (for example, say hello every morning when you start working and goodbye when you finish your day);
• how to communicate in an emergency;
• the way of working (the validation process, the procedure in case of error, etc.).

3. Define goals and KPIs

This step is essential for all teams, whether they are face-to-face, remote or hybrid. To be effective on a daily basis, each of your employees must have a precise vision of the results that are expected of them. As a manager, you must therefore set clear goals. To do this, use the SMART method (Specific, Measurable, Measurable, Acceptable and Ambitious, Realistic and Time-Defined). So, you and your team have a common vision.

Remember to also define KPI (Key Performance) Indicator or key performance indicators) that allow you to know if the objectives set are being achieved and to assess the performance of your team. It's also a great way to keep your team motivated.

4. Encourage communication

Communication is the glue that keeps a dispersed team together. As a manager, you must strongly encourage regular communication between the members of your remote team, using all available tools (telephone, email, chat, video, etc.).

There are two types of communication:

• formal communication that deals with the progress of the project, the tasks to be carried out, any problems to be solved, etc., especially during meetings;
• informal communication, which involves free discussions between your employees to share their opinions, feelings and doubts, but also to get to know each other and discuss more personal topics during virtual coffee breaks or chat discussions.

These two types of communication are very important to move forward with your project and the achievement of your goals as well as to maintain cohesion within the team.

5. Opt for tools adapted to teleworking

In order for your employees to be able to carry out their daily tasks effectively, you must provide them with collaborative tools adapted to remote working.

Here are some essential tools to facilitate collaboration and communication within your remote team:

• project management software such as Wimi;
• one instant messaging;
• one video conferencing system;
• a corporate social network;
• a collaborative office suite;
• one shared agenda.

6. Strengthen team cohesion

At a distance, your employees may feel alone and isolated, which can lead to a loss of motivation and a sense of belonging. When managing a remote team, it is essential to do everything possible to maintain social ties and team cohesion. Because by each working from home, your employees cannot meet at the coffee machine to chat.

It is up to you, the manager, to promote social relationships and maintain team spirit by organizing virtual events (breakfast, lunch, coffee break or video aperitif), by launching personal discussions, fun challenges or chat quizzes, and by planning face-to-face meetings several times a year to reinforce the feeling of belonging to the company.

7. Valuing the good results of the team

As human beings, we need recognition. At work, recognition plays an essential role in the well-being, commitment and motivation of employees. And this is even more true when employees do not work on the premises of their company.

As a manager, it is important that you regularly value the work of your remote teams. Thank your employees for their involvement, show them that you appreciate their work, and publicly congratulate them every time they achieve their goals.

There are several ways to show your appreciation to your employees:

• a word, an email or a thank you card
• a bonus or a raise,
• a highlight during a meeting,
• send them a small gift,
• Have a meal delivered to them,

8. Be available and responsive

Finally, your employees should know that they can count on you and contact you at any time, despite the distance. Instead of leaving your door open to indicate that you are available, you can reserve a time slot every day/week in your calendar to answer questions from your employees individually.

Plus, when someone on your team needs your help, be responsive and get back to them right away. If you can't fix the problem right away, acknowledge her message and indicate when you can deal with it (be specific and stick to your commitments).

The secret to managing a remote team is to trust your employees and to adapt your managerial practices without falling into micro management.