10 ways to lead remote and in-person employees more effectively

I spoke at two conferences last week, and all the attendees were smart, dedicated, and hard-working. They are also struggling with leading organizations that are trying to retain great talent, be flexible, be empathetic, and promote happy workplaces.

One of the major questions they have is:
How can I help my managers be fair while holding their people accountable when some people work in the office and others are working from home?

It is a significant problem because managers are no longer comparing apples to apples. People working in the workplace are doing things that people at home are not, and vice versa. The comparison is no longer the same. People who used to do the same job as the person sitting next to them may no longer be doing that same job.

The solution is to judge performance based on results, and not just time at work.

This means changing the metrics and, in many instances, the job descriptions. This is time-consuming and difficult. (To be fair, most job descriptions are out of date.)  Revised job descriptions may mean more or less responsibilities, and that may lead to more or less compensation. It may mean some jobs are part-time. Some jobs may be outsourced. Some work may be eliminated. Some jobs may be eliminated.

Once you start down this path, you can continue. When my co-author, Meridith Elliott-Powell and I work with organizations for succession planning we start with the actual scope of work.

What needs to happen?
What is critical to our organization?
What is no longer necessary?
What new work needs to happen?

One of the CEOs asked, “Mary, are you saying that we have to rewrite our entire organizational structure?”

“Well, if it is outdated, then, yes.”

The CEO sighed. “I do not have time for that. Neither do my leaders.”

I nodded. I hear that a lot.

And yet, NOT taking the time to revamp the organizational structure is costing the organization in terms of lost revenues and lost talent.

Lack of succession planning is the next big business crisis.

We believe that organizational structures, succession planning, and strategic planning all need to be aligned, developed, and refined to adjust to the changing work environment. The current workplace challenges are highlighting the need for a robust and current succession plan.

Forward-thinking organizations are using this hybrid/remote work challenge to rethink how they work, where they work, and what work needs to be accomplished. Leading employees effectively, especially remote workers, requires a combination of traditional leadership principles and adapting to the changing work landscape.

Yes, it is daunting. (If you need help, contact Meridith or me – Mere@ValueSpeaker  or Mary@ProductiveLeaders.com

If you HAVE a solid succession plan, these ten reminders to lead remote and hybrid employees more effectively might be helpful.

1. Clear Communication – Maintain transparent and consistent communication with remote workers. Utilize various communication channels, such as video calls, chat platforms, texts, phone calls, and emails, to ensure everyone stays connected and informed.

2. Goal Setting and Expectations – Clearly define goals, objectives, and performance expectations for everyone, and update them often. We recommend a monthly review of goals and weekly accountability. Set measurable targets and provide regular feedback on their progress.

3. Empowerment and Autonomy – Trust your employees to make decisions and take ownership of their tasks. Empower them with autonomy, allowing them to showcase their skills and problem-solving abilities.

4. Flexible Work Arrangements – Recognize the importance of work-life balance for all workers. Offer flexible work schedules, when possible, to accommodate different time zones, circadian rhythms, and personal needs.

5. Technology and Tools – Provide employees with the necessary technology, tools, and resources to effectively conduct their tasks. This includes software for collaboration, project management, and communication.

6. Virtual Team Building – Organize virtual team-building activities to foster a sense of belonging and camaraderie among remote workers. This could include virtual coffee breaks, online games, and video meetups. We like the take-your-pet-to-work meeting, where everyone can showcase their pets.

7. Results-Oriented Approach – Focus on outcomes rather than micromanaging tasks. Evaluate all employees, not just r4emote employees, based on their results and contributions to the team’s overall success. Measuring work simply by punching a clock teaches people to expand the work to fill the time allotted. Instead, focus on results.

8. Professional Development – Offer opportunities for all employees to enhance their skills and knowledge. People say they will leave their jobs if they are not personally and professionally developed. Provide access to online and in-person training, workshops, and resources that align with their career goals.
(Hint: Know your employees’ career goals.)

9. Regular Check-Ins – Schedule regular one-on-one video meetings with remote employees to discuss their progress, challenges, and career aspirations. This helps build a strong working relationship and addresses any concerns they might have.

10. Recognition and Appreciation – Recognize and appreciate the efforts and achievements of remote workers. Celebrate milestones, provide public recognition, and reward exceptional performance to boost morale and motivation.

Remember that effective leadership in a remote work environment requires adaptability and empathy. Stay attuned to the needs of your remote team members, be open to feedback, and continually iterate your leadership strategies based on their evolving circumstances.