I’ve been supporting remote teams and organizations for a long time, way before the pandemic. In the last year so many got to experience the benefits and pitfalls of remote work. Here are four remote work pitfalls I shared back in Fall 2019 in Teams365 #2080.
Which ones have you fallen into the trap of?
As more people and organizations turn to remote work conditions, it’s important that we also are aware of some of the pitfalls. This month, I’m taking a look at things that will help and hinder your remote work experience.
Today’s post covers 4 remote work pitfalls:
#1 I can do it all by myself - Remote work does not mean operating in a vacuum. In fact, collaboration skills are needed at a higher level by remote workers. Take time to consider WHO you need to collaborate with regularly and make a point of setting up meetings and/or work sessions.
#2 Unclear expectations - Creating shared expectations are the key to remote work success. This needs to be co-created or created together. Expectations may revolve around large and small issues including:
Hours of work
Level of connection with the office, the team, etc.
Device use – personal and work
Security and confidentiality around files, and materials
Boundaries
What are the expectations you need to clarity more fully?
#3 Thinking it can all be remote - When I was a remote team leader, one of the best investments for my team was an annual face to face meeting. I supported professionals across multiple countries, and while there was an expense involved, brining people together once a year or every 18 months for a multi-day working set of meetings was invaluable. The team appreciated the investment and we made use of every moment from dusk to dawn in formal and informal team activities. The investment paid off immensely and was not difficult to organize given the high level of engagement of the team.
#4 Micro-managing, not micro-monitoring - One of the greatest pitfalls is trying to “control” or micro-manage a remote team. High levels of trust are required in the remote work space. As a former colleague of mine, Doug, used to say “always micro-monitor, not micro-manage”.
Micro-monitoring means that you keep an eye on the end result, but you let people do their work in the best way they can.
What does micro-monitoring mean in your context? How can that help you as a team have the space and means to excel?
Enjoy your conversation,
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326
Which ones have you fallen into the trap of?
As more people and organizations turn to remote work conditions, it’s important that we also are aware of some of the pitfalls. This month, I’m taking a look at things that will help and hinder your remote work experience.
Today’s post covers 4 remote work pitfalls:
#1 I can do it all by myself - Remote work does not mean operating in a vacuum. In fact, collaboration skills are needed at a higher level by remote workers. Take time to consider WHO you need to collaborate with regularly and make a point of setting up meetings and/or work sessions.
#2 Unclear expectations - Creating shared expectations are the key to remote work success. This needs to be co-created or created together. Expectations may revolve around large and small issues including:
Hours of work
Level of connection with the office, the team, etc.
Device use – personal and work
Security and confidentiality around files, and materials
Boundaries
What are the expectations you need to clarity more fully?
#3 Thinking it can all be remote - When I was a remote team leader, one of the best investments for my team was an annual face to face meeting. I supported professionals across multiple countries, and while there was an expense involved, brining people together once a year or every 18 months for a multi-day working set of meetings was invaluable. The team appreciated the investment and we made use of every moment from dusk to dawn in formal and informal team activities. The investment paid off immensely and was not difficult to organize given the high level of engagement of the team.
#4 Micro-managing, not micro-monitoring - One of the greatest pitfalls is trying to “control” or micro-manage a remote team. High levels of trust are required in the remote work space. As a former colleague of mine, Doug, used to say “always micro-monitor, not micro-manage”.
Micro-monitoring means that you keep an eye on the end result, but you let people do their work in the best way they can.
What does micro-monitoring mean in your context? How can that help you as a team have the space and means to excel?
Enjoy your conversation,
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326
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