Helping Team Members Working Remotely

Helping Team Members Working Remotely

When your team is working remotely, there is no daily interaction and no opportunities for the exchanges and chance meetings that typically occur in an office. Keeping your team challenged, motivated and energized becomes more difficult when you are unable to meet face-to-face. One technique savvy managers use is to remind remote team members of the importance of their work. You and your team are responsible for making your enhancing clients' homes and making their lives more enjoyable. That is an awesome responsibility and one that should not be overlooked.

Team members that understand how their efforts contribute to the well being, safety and enjoyment of families generally are more engaged, productive and healthier. When team members view their jobs as meaningful, they are more likely to grow professionally and thrive personally. That’s one reason why the most successful companies in the world rank as the best places to work.

Outstanding managers recognize that it is their responsibility to make their team members’ jobs more meaningful. According to psychologist Lewis Garrad and Professor Tomas Chamorro-Premuzic in an HBR blog, four personality characteristics enable managers to make team members' jobs more meaningful.

Curiosity and Inquisitiveness

Managers who are naturally curious and inquisitive ask lots of questions and encourage team members to try new concepts and approaches and let them do their jobs. They avoid micromanaging and expect team members to present new ideas and methodologies for performing their tasks.

Drive and Determination

Never settle for what currently exists even if what exists is succeeding. Successful managers push their teams always to believe they could have achieved a better outcome. This helps to instill a sense of purpose, which results in more meaningful and positive work experiences.

Cultural Fit and Values

Top performers’ values need to align and be in sync with your corporate culture. Stanford University Professor Robert Sutton, author of the book, The No A--Hole Rule, found that if you work for a jerk, you tend to become one. Team members that are not aligned with your culture, brand, and values jeopardize every other person's performance on your team. It's better to hire a less qualified individual who values your brand and what you represent than a loose cannon superstar.

Trust

When you provide space for team members to perform, your team can set their own path, and when they do, they generally feel more valued and important because they know that their manager trusts them.

Great leaders help their team find meaning in what they do which often results in more loyalty and better performance.

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