4 Things Leaders Should Avoid Doing In Remote Work
When done right, remote work can reap enormous benefits for the team and the entire organization. Make sure to avoid these common mistakes to do so.
What Are Remote Working Don'ts that Leaders Should Avoid?
Several organizations today are turning to remote work to curb the spread of COVID-19.From offices to schools, everyone is trying to figure out the best way to navigate this virtual landscape, whether it's 100 percent remote work implementation for all employees or online classes for junior high school.
However, most organizations don't have a good track record in implementing remote work yet. Leaders must learn how to lead and manage in this new working environment.
As a leader yourself, what are some common mistakes you should avoid? Below are a few that might be relevant for your team and employees.
Don't ignore boundaries
The rise of digital platforms makes it easier than ever to communicate at work. Instant messaging via Slack and Workplace make it easy to send a quick note. Conference calls through Google or Zoom also make virtual meetings possible - internet connection permitting.
However, these tools also make it hard for employees to delineate between work and personal life. What's stopping bosses and managers from sending a quick chat message about those presentation slides at 11 PM?
Superiors should be more mindful of work hours to avoid burning out employees. Technology may have made remote communication reasonably convenient, but as a leader, you must recognize people's boundaries. Give people some breathing room by respecting personal time outside of work hours.
Don't overly depend on instant messages
Instant messages can deliver timely information to teams. But there is a tendency for people in leadership positions to overly rely on these channels. And when this happens, things often get lost in translation, and other issues may arise.
According to communications specialists, humans have evolved to read emotional intent during communication. However, with instant messages, it's challenging to ascertain what someone means or feels on the other side.
That's why leaders should make it a point to schedule virtual face-to-face meetings with employees at least once a week to see how they are doing. That is especially important when talking about sensitive subjects like performance and compensation.
Don't assume the worst in people
In a remote work environment, assuming the worst in people is the last thing you want to be doing. This approach encourages distrust, which can manifest in several forms (e.g., micro-management, constant request for updates).
Not only is this detrimental to the individual, but it can also eventually affect a team or an entire organization's performance.
As a leader, you should recognize that people are most likely doing the best they can - given the extraordinary circumstances. If there are any lapses or mistakes on the job, be empathetic and seek to understand what happened precisely. Don't come in with an accusatory mindset.
Don't forget about the workplace or office traditions
Lastly, just because your organization has transitioned into remote working doesn't mean old traditions have to be abandoned. Find a way for these traditions or standard practices to carry over into this new reality.
For instance, if your team typically goes out on a Friday night, perhaps you can try out a virtual drinking or pizza party. Whether you're paying for it is up to you to decide. Or maybe your team can schedule weekly game nights. Many simple online gaming options are ideal for a group.
No matter what type of gathering it is, the crucial aspect is to continue cultivating the social bonds between co-workers.