Over the past few weeks, many companies have shifted to a fully remote workforce for the first time. This means that managers are now facing the brand new challenge of managing remote workers, including questions such as, “How am I going to do this when I can’t physically see someone working?”
As a company that’s been 100% remote for over 13 years, we happen to know a thing or two about what it takes to effectively manage a productive remote workforce. Here are three pieces of advice – based on first-hand experience – that we can share with you:
1. Establish clear KPI’s/metrics and structured 1:1 meetings
This advice, of course, does not just apply to remote workers. However, in a remote environment where you can’t see someone working away every day, it is especially important to establish clear KPI’s and review them during regular check-ins. This helps ensure your employee understands what is expected of them and what they need to accomplish in order to be successful. At Acceleration Partners, we typically have structured weekly 1:1s where both employee and manager prepare topics for discussion ahead of time. The preparation and structure allows for efficient and productive meetings where everyone walks away from it on the same page. Here is an example of a format we commonly use:- Challenges/Roadblocks: These are the highest priority items.
- Discussion Topics/Updates: Non-critical topics that require collaboration and input.
- People Management: Critical and noteworthy items that are people-related.
- Professional Development: May not be covered weekly, but critical to ensure that regular communication on progress occurs.
- Action Items: Meant to hold one another accountable on tasked actions discussed.
- Long Term Goal/Project Review: Reminder to not let these drop.
- Review Metrics: Review individual KPIs to identify any issues and ensure that goals are staying on track.
2. Ask open-ended questions and create space for venting
Working from home can get lonely at times. Depending on the role or team, you may be one of the only coworkers that your employee talks to that week. A way to help them better process and formulate their thoughts, especially around any concerns or frustrations they may be having, is to ask open-ended questions when you connect with them over video or phone. Such questions include:- What is on your mind?
- What else do you need to feel like you’re set up for success?
- What are your ideas? Concerns? Problems?
- What kind of training or resources do you need?
