IMPACT Group’s Post

Are you struggling to manage your team remotely? You are not alone. The shift to remote or hybrid work is here to stay and we all need to adapt our management styles to this environment. Managing your employees in a remote or hybrid setting requires discipline and intention. This HBR article does a great job outlining some tips on how you can become a great remote manager.  https://lnkd.in/ez65SUTJ

The #futureofwork and our latest research from the #WorkingWomenReport 2024 indicate that remote and hybrid working is here to stay. Yet, there is a growing call for more information on leading remote teams. This article shares valuable insights for teams making the switch : "Leading a remote team is like driving on the wrong side of the road." - Managers are enablers - not enforcers - Presence as a manager entails being approachable, visible, mindful, and having frequent individual and team check-ins, as well as being a valuable resource to employees in accomplishing their tasks. Not micro-managing. - Ruthless prioritisation. - Problem-solving involves setting up alert mechanisms for potential problems and timely fixes as they appear. This means that managers must develop an ability to scan constantly and instantly know vulnerabilities and obstacles Since we work extensively with both in-office skills requirements and remote and hybrid roles, we are happy to help you if you have any questions. We enjoy consulting with forward-thinking clients. https://lnkd.in/dFzZFjPG

The trend of remote work, which once seemed temporary, has now become a new normal that has reshaped the way we work. This new normal has several advantages, but it also poses several challenges, particularly for leaders. Want to navigate remote work like a pro? Check out this blog post for the best tools. 👇 #remotework #management #blogposts

As organizations across the world continue operating in a partial or fully work-from-home environment, understanding what managers need to lead remotely is a must. In order to mitigate working remotely, here are five ways leaders can put in additional effort to let employees know they are cared for. https://hubs.li/Q02FPZ800 #myTSP

We came across this really great article from Harvard Business Review (written by by Raghu Krishnamoorthy) entitled "What Great Remote Managers Do Differently". It's just too good not to share :) Many of us are permanently in the remote/hybrid world of work. And any tips or tricks to improve are always valuable. Favourites from this particular piece: 🚘 (Managing Remote Teams) “It’s like learning to drive on the wrong side of the road,” ... “You have to get to the same destination as before, but you now have different signals, cues, and controls — and that does take some time getting used to!” 💡 "They wanted their managers to be present, hands-on, and operationally vigilant without being intrusive. In other words, employees don’t want their managers to micromanage them; they want their managers to micro-understand their work." 🏉 "Being in the game without being on the field." ⏰ "The micro-understanding manager can identify vulnerabilities and construct a radar for potential trouble spots." The question is how do you "identify vulnerabilities and construct a radar for potential trouble spots"? For those of us using MS Teams as our primary mode of communication, we're building a tool that will really help here. So we can look forward to that essential visibility that's been missing. #clarity #clarityformsteams #msteams #visibility #BeingInTheGameWithoutBeingOnTheField

With an increase in hybrid and remote work, some managers find themselves falling into the trap of micromanagement. This article looks at some of the symptoms of micromanagement and why it happens: https://ow.ly/yWPA50Rz6hj

📊 We asked, you spoke: ‘management of remote teams’ was the most voted goal for businesses looking to outsource in 2024. ✅ We understand that this is a big challenge remote teams face daily, and we will be sharing more valuable insights from relevant media sources and our team of specialists at 1840 & Company. 📔 A study published by the Harvard Business Review delves into what sets great remote managers apart. We found some valuable insights that we think could nourish your day-to-day: ➡ Micro-Understanding over Micromanagement: Employees no longer desire micromanagers; instead, they crave managers who understand their work. This involves integrating into the team's workflow, identifying vulnerabilities, and staying flexible. ➡ Motivators and Organizers: The role of managers remains consistent, but the 'how' has changed. Productivity data from the pandemic debunked the assumption that presenteeism is crucial for productivity. Shift from managing time to managing results. ➡ Enablers, Not Enforcers: Effective managers become enablers in a virtual setting. This means being approachable, visible, mindful, and having frequent check-ins without becoming overly intrusive. ➡ Examples of Micro-Understanding: 👩💻 Setting Priorities: Ruthless prioritization is key. Ensure everyone understands what needs to be done, when, and by whom. Utilize weekly operating cadences for real-time updates. 👨💻 Problem Solving: Implement alert mechanisms for potential problems and empower the team to call for meetings when issues arise. Transfer responsibility to team members for increased ownership. 👩💻 Checking In and Showing Compassion: Foster interpersonal trust and connection through regular check-ins. Be genuine in showing compassion; avoid practices like fake flexibility and forced fun. Remote managers and workers - what do you think? #RemoteManagement #LeadershipTips #WorkplaceSuccess #ManagementSkills

This is a fascinating look at the new swathe of helicopter bosses that have been created by remote working - and how workers are suffering (https://lnkd.in/e26BC4S2).   The article acknowledges that micromanagement has always existed but says the increase in workers performing their roles remotely has fuelled insecurities in some managers.   This chimes with our extensive research around this topic which isolated some of the current common concerns for managers, including the limited and ineffective ability to determine levels of performance of remote workers and a lack of visibility of work being done, leading to suspicions of ‘bunking off’. You can read about this in more depth as well as how leaders can optimise hybrid working in our recent article at https://lnkd.in/epvQKCnH.   In a poll last month, we also asked where your business is positioned in the process of developing formal policies and structures for remote working. We discovered that latitude with limits was the most popular model: three-quarters of those who responded said there were corporate and team level guidelines in place which give some latitude to each employee and team. There's still time to tell us about your company's approach - see https://lnkd.in/eV6sq-YT #MondayMorningMessages #MondayInspiration #Leadership #LeadershipDevelopment #HybridWorking #LeadingInAHybridWorld

3 ways to craft a culture of collaboration in remote work models https://lnkd.in/gj4V7ERr Excellent suggestions to increase collaboration in remote work... Harrison Assessments comprehensive predictive behavioral assessment system provides both Remote Work and Collaboration competencies solutions with easy-to-use reports to support workers and leaders in developing their remote communications, productivity, and collaboration: https://lnkd.in/dvVnSbV Start today to improve your remote talent and leader results with predictive analytics and coaching resources! #HarrisonAssessments #remotework #remoteleader #remotecollaboration #remotecommunication #remoteproductivity #predictiveassessment #leaderassessment #competencies #predictiveanalytics #coaching #remotecoaching

💻 How to Address Performance Issues in a Remote Work Environment 💻 Managing performance can be challenging, especially when your team is working remotely. But don’t worry—effective strategies can help you tackle these issues head-on, even from a distance! 🌍 First, maintain clear communication 📞. Regular check-ins and transparent conversations are key to understanding where performance might be slipping. Use video calls to create a more personal connection and make sure everyone is on the same page. Next, set clear expectations 📝. Without the daily structure of an office, it’s easy for tasks and deadlines to get lost. Make sure your team knows exactly what’s expected and by when. Clear goals lead to clear results! Don’t forget to offer support 🤝. Remote work can be isolating, and sometimes performance issues stem from feeling disconnected. Make sure your employees have the resources they need to succeed, whether it’s additional training, tech support, or just a bit more guidance. Finally, document everything 🗂️. Keep track of performance discussions and any agreed-upon action plans. This helps ensure accountability and provides a reference if issues persist. Addressing performance issues remotely might feel daunting, but with the right approach, you can keep your team motivated and productive! Need advice on managing your remote team? I’m here to help—book in for a Power Hour! 💬 #RemoteWork #PerformanceManagement #LeadershipTips #HRSupport #BusinessSuccess