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KENT RIBOE

Author of Common Sense Leadership ( link to book, kentriboe.com/amazon )

There’s no denying it. The Covid-19 pandemic has forever changed the way we work, and the way we run our companies. Now that our teams are operating more freely, they’re starting to rethink the value of what they do, and the impact that it has on their personal lives. And as leaders, we’re learning to respond to our teams’ needs, by offering them more flexibility and a better work-life balance. But like any manager, I often wonder, can we do more?

As we transition away from the panicked work-fromhome models of the pandemic, and towards new, more permanent working arrangements, it’s time to take another look at how we lead, and how we can better support our remote workers. Here are a few gentle suggestions to help you navigate this new era of leadership and remote management.

Understand the importance of soft values:

Soft values are the personal qualities and characteristics that can influence how people interact with others. As a manager, you may already have a great relationship with your team. But it can be difficult to maintain those connections when everyone is working remotely. As a leader, it’s important to motivate your team and help ensure their overall wellbeing. It’s also important to show empathy, emotional intelligence, and authenticity when interacting with them individually. Aim to check in with your team daily, even if it’s just to say a quick hello, and try to encourage them to support each other as well.

Practise active listening in meetings:

This means paying attention to what others are saying, showing interest in their ideas, and responding thoughtfully. As a manager, you may find it easy to work remotely. But there may also be times when your team finds it difficult, or even impossible, to get things done. As a leader, it’s your responsibility to reach out to your team and try to better understand their needs. By actively listening to your colleagues, you can try to see things from their perspective, to build strong working relationships, and to overcome problems together.

Communicate clearly and effectively:

Clear communication is essential for building trust and collaboration within a team. As a manager, you may already feel confident in your ability to delegate, oversee projects, and meet performance targets. But as a leader, it’s important to also communicate your expectations and ensure that your team has the resources they need to meet your goals. If you’re open and transparent with your colleagues, you may find that they also feel more comfortable communicating with you, and you can work together to achieve the best possible results.

Show appreciation and recognition:

Remote working has blurred the lines between our personal and professional lives. Many people now find themselves working even more overtime. The result? Burnout. As a manager, you can optimise workloads and encourage your team to maintain a good worklife balance. As a leader, you can always show your appreciation to someone who goes the extra mile. Recognizing and valuing the contributions of your team members can go a long way in building morale and motivation. Make sure to thank your colleagues for their hard work and let them know that their efforts are valued.

Be open to feedback and learning:

We’re all learning new ways of working - including managers. If you’re heading up a team, it’s important that you’re open to learning and improving. And as a leader, it helps to take on board any constructive criticism that comes your way. Encourage your team members to share their feedback and ideas, and be willing to listen and consider their perspectives. It will help you keep things running smoothly in the long run.

Practise empathy and emotional intelligence:

For some, remote working can lead to feelings of loneliness and isolation. In fact, there are many people who prefer the social side of being in an office, but who need to work from home for practical reasons. As a manager, you can help your remote workers get more enjoyment out of their work situation. And as a leader, you can show that you empathise with your team and respect their emotional needs, and in turn, you can create a positive and supportive work environment.

Always lead by example:

As a leader, your actions and behaviour set the tone for your team. Make sure to model the values and behaviour you expect from your team members, and to be a role model for positive and respectful interactions. As a manager, you can lead the way by setting targets, outlining projects, setting deadlines, and delivering your own work to a high standard. You can create opportunities for your team to improve their own performance - by giving them the tools they need to communicate, share ideas, and collaborate effectively.

Remote leadership certainly has its challenges but, with the right approach, it can be an enriching experience for both managers and their teams. And if we continue to show our teams not only flexibility - but also open communication, meaningful recognition, and trust - then we can help them build the kind of careers they truly want.