Remote work is becoming increasingly prevalent, yet the effectiveness of this model is being hindered by remote managers’ inability to adapt. These managers often struggle to trust employees they cannot see, resulting in excessive control and micromanagement. This lack of trust can be detrimental to the productivity and morale of remote teams.
To combat this, managers should adopt a results-oriented approach, focusing on the output of work rather than the processes. This shift requires managers to trust their employees and allow them autonomy. It also necessitates the use of digital tools to monitor results, rather than employee activity.
Additionally, remote managers must ensure that their teams are equipped with the right tools and skills to work remotely. This includes providing training on digital tools, fostering a culture of collaboration, and helping employees manage their work-life balance.
The success of remote work hinges on the ability of managers to adapt their leadership style. By focusing on results, trusting their teams, and providing the necessary support, they can overcome the challenges of managing remotely and maximise the benefits of this work model.
Go to source article: https://www.duperrin.com/english/2020/05/18/the-remote-manager-weak-link-in-remote-work/