{"id":33847,"date":"2020-03-30T09:47:07","date_gmt":"2020-03-30T07:47:07","guid":{"rendered":"https:\/\/spanish.rberzal.com\/5-ways-to-manage-remote-team-members-more-effectively\/"},"modified":"2025-11-06T17:49:48","modified_gmt":"2025-11-06T16:49:48","slug":"5-ways-to-manage-remote-team-members-more-effectively","status":"publish","type":"post","link":"https:\/\/spanish.rberzal.com\/es\/5-ways-to-manage-remote-team-members-more-effectively\/","title":{"rendered":"5 Ways to Manage Remote Team Members More Effectively"},"content":{"rendered":"

BLOG POST BY OUR MEMBER FASTRACKTOREFOCUS COACHING<\/a><\/p>\n

 <\/p>\n

It is a reality that nowadays most of the people are working from home.<\/p>\n

It\u2019s only fair that you manage them now the same way you when you were office based. Specially to help them during these difficult circumstances<\/p>\n

Ideally you and your employees should run your business in the same way, but reality is that remotes\u2019 situation is different \u2014 and you\u2019ll need a different approach in order to help them thrive. In most cases, you\u2019ll need to work extra hard on your management fundamentals (like be even more proactive about giving feedback), plus make some special, remote-friendly adjustments. Here\u2019s how:<\/p>\n

    \n
  1. Have early and ongoing conversations with remotes around when they should \u2014 and shouldn\u2019t \u2014 act without you.<\/strong><\/li>\n<\/ol>\n

    Remote team members often face a longer lag time when seeking your input<\/p>\n

    To avoid these potential snags, proactively be direct about your preferred level of involvement, too (e.g.,\u00a0\u201cPlease go ahead and publish blog posts if I haven\u2019t provided feedback by the deadline\u201d<\/em>). And come to an agreement on the level of autonomy you each think is reasonable.<\/p>\n

      \n
    1. Proactively block off time to be more accessible to remotes.<\/strong><\/li>\n<\/ol>\n

      Most managers are so busy they have a hard-enough time noticing when something\u2019s going on with a team member who sits a few desks away<\/p>\n

      The solution? Don\u2019t just tell your remotes,\u00a0\u201cI\u2019m here if you need me.\u201d<\/em>\u00a0Block off availability to\u00a0actually<\/em>\u00a0be there for them<\/p>\n

        \n
      1. Specifically allocate a bit of 1-on-1 time for casual chatting with remote team members.<\/strong><\/li>\n<\/ol>\n

        Isn\u2019t chitchat a waste of precious time? Only if you overdo it. On the other hand, if you skip it entirely, you\u2019re missing a great opportunity to build rapport and two-way trust with your remotes and signal to them that you don\u2019t see them as work machines. Plus, small talk can provide a better window into your remotes\u2019 emotional state \u2014 for example, whether they\u2019re feeling isolated or burned out during these difficult circumstances<\/p>\n

          \n
        1. Frequently ask input during virtual meetings.<\/strong><\/li>\n<\/ol>\n

          Ask yourself: Are your remote team members actively contributing to the creativity and progress of the team? Or are they just a face on the wall or an invisible voice in the speaker, struggling to jump into the conversation?<\/p>\n

          Now more than ever, you want your employees to speak up and contribute. To be sure remotes get ample airtime, you could assign them to lead a portion of your meeting agenda\u00a0or use facilitation techniques to quiet other participants<\/p>\n

            \n
          1. Help your remotes face and overcome professional-development disadvantages<\/strong><\/li>\n<\/ol>\n

            Being remote really can put them at a professional-development challenge. You\u2019ll both need to work harder to make sure they get ample learning opportunities and coaching and ongoing feedback continue happening even if over the phone. Coaching is a crucial tool during times of change.<\/p>\n

            Hope these 5 tips help you to overcome the challenges of working with remote teams.<\/p>\n

            We will be talking more about How To Achieve Results In Unpredictable Times <\/strong>during our webinar on April 21st<\/sup>. SECURE YOUR SPACE HERE<\/strong><\/a><\/p>\n

            For more information about\u00a0 Your Member\u2019s Discount for Corporate & Executive Coaching and workshops please contact me at fastracktorefocus@fastracktorefocus.com<\/a> or BOOK HERE<\/a><\/p>\n

             <\/p>\n

            Would you like to be featured on our blog? Contact our Communications team here<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

            BLOG POST BY OUR MEMBER FASTRACKTOREFOCUS COACHING   It is a reality that nowadays most of the people are working from home. It\u2019s only fair that you manage them now the same way you when you were office based. Specially to help them during these difficult circumstances Ideally you and your employees should run your business in the same way, but reality is that remotes\u2019 situation is different \u2014 and you\u2019ll need a different approach in order to help them thrive. In most cases, you\u2019ll need to work extra hard on your management fundamentals (like be even more proactive about giving feedback), plus make some special, remote-friendly adjustments. Here\u2019s how: Have early and ongoing conversations with remotes around when they should \u2014 and shouldn\u2019t \u2014 act without you. Remote team members often face a longer lag time when seeking your input To avoid these potential snags, proactively be direct about your preferred level of involvement, too (e.g.,\u00a0\u201cPlease go ahead and publish blog posts if I haven\u2019t provided feedback by the deadline\u201d). And come to an agreement on the level of autonomy you each think is reasonable. Proactively block off time to be more accessible to remotes. Most managers are so […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"\r\n

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