{"id":18071,"date":"2020-06-22T00:00:00","date_gmt":"2020-06-22T05:00:00","guid":{"rendered":"https:\/\/blog.planview.com\/5-best-practices-for-leading-remote-workers\/"},"modified":"2022-04-12T13:52:58","modified_gmt":"2022-04-12T18:52:58","slug":"5-best-practices-for-leading-remote-workers","status":"publish","type":"post","link":"https:\/\/blog.planview.com\/5-best-practices-for-leading-remote-workers\/","title":{"rendered":"5 Best Practices for Leading Remote Workers"},"content":{"rendered":"<p><!-- .post-meta --><\/p>\n<p>Newly-minted remote workers are not the only ones who need to make a significant adjustment when they trade-in (entirely or partially) a corporate office for a home office. Leaders also need to shift their approaches, actions and attitudes.<\/p>\n<p><img class=\"lazyload\" alt=\"\" height=\"400\" data-src=\"https:\/\/media.planview.com\/clarizen\/wp-content\/upload\/2020\/06\/chris-montgomery-smgTvepind4-unsplash11.jpg\" \/><\/p>\n<p>To achieve cohesion instead of unleash chaos, below we highlight five best practices for managing remote workers:<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_80 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/blog.planview.com\/5-best-practices-for-leading-remote-workers\/#1_Individualize_the_remote_working_experience\" >1. Individualize the remote working experience.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/blog.planview.com\/5-best-practices-for-leading-remote-workers\/#2_Equip_remote_workers_with_tools_for_success\" >2. Equip remote workers with tools for success.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/blog.planview.com\/5-best-practices-for-leading-remote-workers\/#3_Foster_trust\" >3. Foster trust.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/blog.planview.com\/5-best-practices-for-leading-remote-workers\/#4_Establish_expectations\" >4. Establish expectations.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/blog.planview.com\/5-best-practices-for-leading-remote-workers\/#5_Over-communicate_vs_under-communicate\" >5. Over-communicate vs. under-communicate.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/blog.planview.com\/5-best-practices-for-leading-remote-workers\/#The_Bottom_Line\" >The Bottom Line\u00a0<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"1_Individualize_the_remote_working_experience\"><\/span><b>1. Individualize the remote working experience.<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Some remote workers are energized and delighted about the prospect of working alone; especially if they carry out tasks that require long periods of intense concentration. Alternatively, some remote workers find the experience isolating, others find it draining, and many (at least for the first few weeks and months) struggle to establish a boundary between home life and office life.<\/p>\n<p>To alleviate this common and costly gap on the remote working landscape, leaders should seek to understand each remote worker\u2019s preferences, and within reason try and customize the work experience. For example:<\/p>\n<ul>\n<li>Adjusting the frequency of check-ins (some people prefer more touchpoints and others prefer less).<\/li>\n<li>Empowering remote workers to control their daily work schedule (focusing more on outcomes than activities).<\/li>\n<li>Providing coaching (this is often overlooked for remote workers)<\/li>\n<\/ul>\n<p>Often, even when certain accommodations cannot be made (at least not at the current time), remote workers are nevertheless grateful for the opportunity to be heard and treated with respect, and this sentiment goes a long way towards fostering a positive relationship with management and organizational leadership in general.<\/p>\n<p>As advised by<a href=\"https:\/\/www.gallup.com\/workplace\/263510\/manage-remote-employees.aspx\"> Gallup<\/a>: \u201cAccepting a remote worker\u2019s method and reasoning helps managers coach to the individual on behalf of the company, promoting the corporate benefits that characterize off-site work. Individualization helps remote workers feel cared for as a person, which is a fundamental element of engagement.\u201d<\/p>\n<h2><span class=\"ez-toc-section\" id=\"2_Equip_remote_workers_with_tools_for_success\"><\/span><b>2. Equip remote workers with tools for success.<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A survey by<a href=\"https:\/\/www.gartner.com\/en\/newsroom\/press-releases\/2020-04-03-gartner-cfo-surey-reveals-74-percent-of-organizations-to-shift-some-employees-to-remote-work-permanently2\"> Gartner<\/a> has revealed that 74 percent of CFOs plan on shifting at least five percent of previously on-site employees to permanently remote positions once the COVID-19 crisis ends. To ensure that this mass migration from the corporate office to the home office is smooth and successful, leaders should ensure that their remote workers have all of the following essential tools:<\/p>\n<ul>\n<li>Fast internet to support day-to-day work activities, such as video conferences, streaming, accessing cloud-based services, and so on.<\/li>\n<li>A virtual private network (VPN) to encrypt traffic from a remote worker\u2019s endpoint (e.g. computer, laptop, tablet or smartphone) to the internet. Since hackers don\u2019t have the key, they cannot snoop and steal data.<\/li>\n<li>Data backup and recovery software, which is not just necessary for productivity (having to re-write a 50-page report or proposal due to a corrupted hard drive is agonizing), but vital for security.<\/li>\n<li>Endpoint security software and training, so that remote workers are not the \u201cweakest link\u201d of the cybersecurity defense chain.<\/li>\n<li>Cloud-based collaborative <a href=\"https:\/\/www.planview.com\/products-solutions\/solutions\/work-management\/\">work management<\/a> (CWM) software such as <a href=\"https:\/\/www.clarizen.com\/product\/clarizen-one\/\">Planview AdaptiveWork Go<\/a>, which integrates adaptability, collaboration and effectiveness in a centralized platform that is used by all workers \u2014 remote and in-office alike.<\/li>\n<li>A productive and comfortable work environment, which may include laptop stands, ergonomic chairs, and other types of equipment and accessories that foster productivity and prevent long-term injury. Some organizations such as <a href=\"https:\/\/www.cnn.com\/2020\/06\/04\/success\/google-wellness\/index.html\">Google<\/a> are even giving their remote workers $1,000 to set up their home office.<\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"3_Foster_trust\"><\/span><b>3. Foster trust.<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Perhaps the most challenging adjustment that leaders must make has to do with control. In a corporate setting, leaders can see that their team is working effectively and productively. However, in a virtual environment, leaders need to implement and evolve a supportive structure that fosters trust. Micromanaging not only deeply frustrates remote workers on a personal level, but it impedes rather than enhances productivity. It also prevents leaders from seeing the bigger picture.<\/p>\n<p>According to research by <a href=\"https:\/\/www.gallup.com\/workplace\/236222\/build-trust-remote-employees.aspx\">Gallup<\/a>, some of the ways that leaders can foster trust with remote workers include:<\/p>\n<ul>\n<li>Provide all necessary materials, equipment and information.<\/li>\n<li>Continually share feedback related to talents, performance, and opportunities for learning and development. Don\u2019t just focus on the negative.<\/li>\n<li>Follow through on promises made during the hiring process.<\/li>\n<li>Help remote workers contribute in ways that are meaningful to them, and recognize them for it.<\/li>\n<\/ul>\n<p>As warned by<a href=\"https:\/\/www.gartner.com\/smarterwithgartner\/9-tips-for-managing-remote-employees\/\"> Gartner<\/a>: \u201c[Leaders] may be concerned and even frustrated to lose the constant visibility they once had into their employees, but don\u2019t respond by micromanaging. That will only disengage and fatigue already stressed employees.\u201d<\/p>\n<h2><span class=\"ez-toc-section\" id=\"4_Establish_expectations\"><\/span><b>4. Establish expectations.<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Remote workers want and need to know what is expected of them, and leaders who fail to provide this information (or fail to provide it clearly) will invariably struggle with performance, productivity and morale issues. With this being said, the rules of engagement should be reasonable, realistic, fair, and consistently applied across the entire team \u2014 including leaders.<\/p>\n<p>As advised by<a href=\"https:\/\/www.inc.com\/jason-aten\/7-tips-for-working-fsuccessfully-managing-remote-teams.html\"> Inc<\/a>.: \u201cSet yourself and your team up for success by clearly stating both the tasks and the reasons behind them, and help your team understand exactly how you will measure success. That means defining the scope, deadlines, and deliverables for each task or project your team is working on. Otherwise, don\u2019t be surprised if a few weeks from now you find yourself wondering what everyone was doing.\u201d<\/p>\n<h2><span class=\"ez-toc-section\" id=\"5_Over-communicate_vs_under-communicate\"><\/span><b>5. Over-communicate vs. under-communicate.<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>One significant shift from the in-office work landscape to the remote work landscape is that while over-communication on the former is usually problematic, on the latter it is highly beneficial; if not vital. Obviously, this does not mean that leaders should engage in a non-stop campaign of emails, texts, video conferences, and phone calls. Rather, what it means is they should realize that communication in a remote working context is not just instructional (telling people what to do) or remedial (fixing problems).<\/p>\n<p>It is also a core part of team cohesion and overall engagement, which of course includes listening to their team and taking their feedback, opinions and perceptions into account. In other words, over-communication should not be a symptom of mistrust; it should be an expression of an authentic desire to drive engagement on an individual and team-basis.<\/p>\n<p>As advised by<a href=\"https:\/\/www.entrepreneur.com\/article\/340977\"> Entrepreneur<\/a>: \u201cIt\u2019s best to over-communicate rather than under-communicate to ensure the team is running smoothly. Companies may consider holding daily or weekly meetings to resolve any issues so that the distributed team feels confident using the designated communication channels.\u201d<\/p>\n<h2><span class=\"ez-toc-section\" id=\"The_Bottom_Line\"><\/span><b>The Bottom Line\u00a0<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Leaders who effectively adapt, adjust and evolve their playbook for managing remote workers \u2014 which is a process that takes time, and involves experimentation and optimization \u2014 will find themselves at the helm of high-performance, cohesive teams that are far greater than the sum of their individual parts. As <a href=\"https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/to-emerge-stronger-from-the-covid-19-crisis-companies-should-start-reskilling-their-workforces-now\">McKinsey &amp; Company<\/a> concludes: \u201cremote working was gaining currency before the crisis, but the pandemic has shown that telecommuting is here to stay.\u201d<\/p>\n<div class=\"client-logo\"><a title=\"Siemens Energy\" href=\"https:\/\/www.clarizen.com\/customers\/\"><img class=\"lazyload\" alt=\"Siemens Energy\" data-src=\"https:\/\/media.planview.com\/clarizen\/wp-content\/upload\/2020\/08\/siemens_energy-200x100.png\" \/><\/a> <a title=\"IIROC Success\" href=\"https:\/\/www.clarizen.com\/customers\/\"><img class=\"lazyload\" alt=\"IIROC Success\" data-src=\"https:\/\/media.planview.com\/clarizen\/wp-content\/upload\/2020\/07\/IIROC_logo-200x100.gif\" \/><\/a> <a title=\"Financial Services Institution\" href=\"https:\/\/www.clarizen.com\/customers\/\"><img class=\"lazyload\" alt=\"Financial Services Institution\" data-src=\"https:\/\/media.planview.com\/clarizen\/wp-content\/upload\/2020\/04\/FINANCIAL-SERVICES-IMG-200x100.jpg\" \/><\/a> <a title=\"M Squared\" href=\"https:\/\/www.clarizen.com\/customers\/\"><img class=\"lazyload\" alt=\"M Squared\" data-src=\"https:\/\/media.planview.com\/clarizen\/wp-content\/upload\/2020\/03\/m-squared-logo-200x100.jpg\" \/><\/a> <a title=\"Aliancys Success\" href=\"https:\/\/www.clarizen.com\/customers\/\"><img class=\"lazyload\" alt=\"Aliancys Success\" data-src=\"https:\/\/media.planview.com\/clarizen\/wp-content\/upload\/2019\/12\/aoc_aliancys-logo-800x400-200x100.jpg\" \/><\/a> <a title=\"Bonfiglioli Success\" href=\"https:\/\/www.clarizen.com\/customers\/\"><img class=\"lazyload\" alt=\"Bonfiglioli Success\" data-src=\"https:\/\/media.planview.com\/clarizen\/wp-content\/upload\/2019\/11\/bonfiglioli_logo-800x400-200x100.jpg\" \/><\/a><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Newly-minted remote workers are not the only ones who need to make a significant adjustment when they trade-in (entirely or partially) a corporate office for a home office. Leaders also need to shift their approaches, actions and attitudes. To achieve cohesion instead of unleash chaos, below we highlight five best practices for managing remote workers:&#8230;<\/p>\n","protected":false},"author":205,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_editorskit_title_hidden":false,"_editorskit_reading_time":4,"_editorskit_is_block_options_detached":false,"_editorskit_block_options_position":"{}","footnotes":""},"categories":[35],"tags":[],"class_list":["post-18071","post","type-post","status-publish","format-standard","hentry","category-pmo-project-management-organizations"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.8 (Yoast SEO v26.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>5 Best Practices for Leading Remote Workers<\/title>\n<meta name=\"description\" content=\"Remote work has been around for a while, but the pandemic has made it the new normal for many. 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