How do you motivate and engage a self-managed team in a remote or hybrid setting?

1 Set clear and realistic goals

One of the key factors that motivate self-managed teams is having a clear and shared vision of what they want to achieve and how they will measure their success. As a leader, you need to communicate the goals and expectations of the team, as well as the individual roles and responsibilities, in a way that is specific, measurable, attainable, relevant, and time-bound (SMART). You also need to provide regular feedback and recognition, and celebrate the milestones and achievements of the team.

3 Empower and support

Self-managed teams thrive on autonomy and empowerment, but they also need support and guidance from their leader. As a leader, you need to balance giving your team the freedom and flexibility to make their own decisions and manage their own work, with providing them the resources, tools, and coaching they need to succeed. You also need to respect their preferences and work styles, and avoid micromanaging or imposing unnecessary rules or restrictions. Instead, you should focus on empowering them to learn, grow, and solve problems on their own.

6 Adapt and improve

Self-managed teams are not static, but dynamic and evolving. As a leader, you need to adapt and improve your approach to motivating and engaging your team, by seeking feedback, learning from mistakes, and making adjustments as needed. You also need to help your team to adapt and improve their performance, by providing them with learning opportunities, challenges, and feedback. You can also use data and metrics to monitor and evaluate the outcomes and impacts of your team's work, and identify areas of improvement or innovation.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?