For the last few months, whether we were ready, or not, we have been working from home. Apart from the technological challenges, this has presented a new situation for managers and their teams to deal with.
We all know that one of the things that makes a team is the culture. It’s hard to maintain team culture, if there’s no real life interaction. That’s why we teamed up with the industry expert Carole Gaskell, the CEO at Full Potential Group, to learn about how to optimise the performance of a remote team. This session was a part of our free leadership and wellbeing series.1. Create connection
One of the easiest things you can do to improve the connection and trust levels within the team is to regularly check-in with each other. This is the time to also keep the human element and ask people about how they are doing, and then wait to hear the answer.
Creating a strong connection between the team members requires a lot of trust. Now is the time to check how safe everyone feels in the team. As a leader, it’s your responsibility to remind people how valuable they are to the business/team, that their opinion matters and to give them an opportunity to talk to you about anything that might be on their mind. When people feel that you have their back, they are willing to go the extra mile and this naturally improves the team’s performance.2. Know your purpose and motivation
It’s not news, but let us remind you. Different people are motivated by different things. This means that you need to manage different expectations. In the webinar, Carole outlined the nine main archetypes and what motivates each of them. Those are split in three categories - those who are motivated by relationships, those that are motivated by achievement and those that are motivated by growth. Each of the archetypes has its own characteristics. Being aware of those will enable you to better communicate with those people and get them on board with the common mission and vision.3. Understand HOW to work together
In addition to the fact that everyone has a different way to get motivated, you should also consider what that means in the team’s dynamic. Whilst some people might get motivated in the same way, one might be an introvert, and the other - extrovert. The personality types on your team will guide you on how to effectively run the remote meetings. For example, if someone is a logical person, likes processes and things they can quantify, talking to them about the team’s vision or goals, might not be the best strategy. Analytical people need data, they need statistics and proof of statements to feel assured that things will get better and to remind them of their contribution to the team.4. Agree actions to move forward
Now you have a better understanding of who is on your team and how to connect with them, it’s time to get to work. As no one knows how long this situation will last, it is key to keep your eye on three main aspects - long-term vision, quick wins and big projects. Make sure to prioritise accordingly depending on the resources available, the effort needed and the anticipated impact. When you look at the tasks at hand, be mindful of challenges that might come up. Those can range from confusion as to who does what, through to being busy but not productive and leaving someone feeling not synced with the rest of the team.