Q. "How do I manage employees in remote and hybrid environments?"
Answer:
Tactics may look different but managing remote or hybrid workers isn't all that different. Here are three basic principles we believe are foundational:
1. Build Relationship
Virtual isn't the same as in-person, but spending time together is a universal way to build relationship. Schedule regular (but necessary!) in-person meetings, if possible. If your team is completely remote, opt for video calls so you can still see facial expressions and body language. Scheduling an optional "coffee hour" for all team members to get to know each other is a great way to encourage relationships to form naturally.
2. Define (or Redefine) Goals
Present and busy doesn't mean productive. We highly recommend not measuring success by how long an employee is at their desk. Instead, create and/or define the goals of your organization and department and how each role fits them. Create measurable and attainable goals and use those to evaluate success instead of keystrokes.
3. Set & Understand BoundarieS
One of the major differences between in-person and remote work is boundaries. In an office, you have cues like a closed office door or headphones to know when your employees are in their flow and would rather not be disturbed. And when employees leave the office, there is usually an understanding that they are done working. For remote employees, work-life balance lines can get a little blurred and communication methods look very different. Be sure to sit down with each remote or hybrid employee and define the following:
Communication Preference - How does each employee best communicate? How often is it helpful for you to check in? How quickly do you expect responses?
Working Hours - How many hours are they expected to work? Are hours set or flexible? Should they fall within the normal "9-5" or do you expect remote employees to be more "on call"?