Leading a remote Company

Questions and Answers:

Leading a remote Company

Leading people working remote may be the key management skill for 2020 (Jake Bornstein).

This is the beginning of a period most of us will work entirely remotely for the first time!

People do not yet know how they feel about it. Intentional practise, habit and time will make it more comfortable.

We are in an all-remote environment, and everybody is in the same boat (also leadership). Nobody needs to fear he is missing out of the office experience!

Based on LMI’s experience of working with and coaching of remote teams, the attitude of leadership determines the success of remote Work.

What are questions to ask yourself around remote working?

. What is your personal emotional reaction to change, your boss, partner, reports?

· What are your tactics to keep them in check and make them work?

· How explicit do you acknowledge the awkwardness that it is new and different?

· Do you know who is struggling with remote Work in your team?

1. What are the differences between home and the office

· Obviously, you are not in the same space. What with the Informal communication at the coffee machine?

· How did you stay in sync in the past? How will you do it now?

· How explicit are the goals setting and feedback moments?

2. What do you imagine or fear when you think of people working remote? How does your boss think about it? Your employee? Your Partner?

· What about the amount of Work that people do at home?

· How will you organize common processes?

· How will you or do your employees check in or not?

· How clear is it what is expected?

3. Do you know what is the home environment people work in?

Some recommendations:

0. Do a Remote work capability survey for every employee (weekly to start)

· Help people separating working and personal time

· Work from home with kids: help create separations between home and remote Work

· Your people need to know how to manage their time: the responsibility of autonomy

· Change focus from hours to output measure output

1. Have a remote leadership team (managers/ employee with most remote experience)

· These are your change managers who will solve remote pain points of people quickly

· Be careful with managing cross-functional teams when remote

· People need to come actively to the manager with feedback (not or not only manager going to team with feedback)

· Encourage over-communication to manager (NOT FROM) (extra burden for a manager in the first week)

2. DOCUMENT EVERYTHING Create a remote handbook: a single source of truth (all new remote expectations stored and communicated in one place)

· Top priority to start documentation (simple faq, a repository for questions and answers…)

· Note down everything you can

· Handbook first

3. Explicitly Set a new reality clear and regular meeting in the diary. Better to start with too many than too little.

4. Channels and expectations for proactive sharing with your team

· What messaging platform do you use? For what?

· What channels do your sharing tool have (why, what, how, who) and who curates the content?

· Think also personally, not only professional

5. What are expectations around escalation (opportunities and issues)

· More autonomy requires quicker and clearer escalation processes

· Remote Work can form a barrier for people to escalate

· Not setting of clear expectation means that every person will revert to their default personal preferences and fears

6. Do not shy away from explicit reinforcement

· Escalation process

· Use of messaging platform

· Proactive sharing

· Regular meetings

7. Keep the human connection? Be intentional about it (frequency beats length)

· Keep video conf on for whole team (battle loneliness)

· Open office hours to chat

· Virtual workshops

· Regular feedback moments

· Schedule coffee chats (time scheduled just to chat, no line or other link needed)

· Passion calls (match people with similar passions)

· Group presentations on a subject (Formal or non-formal)

· Team calls scheduled (an hour just to chat)

8. Remote as a competitive advantage for talent

· Make this a positive experience and you are building a great way to retain and find excellent talent!

You want more info or deepen your plan for your team? Mail or call us