Strategies For Boosting The Performance Of Your Remote Teams

Boosting The Performance Of Your Remote Teams

Employees all over the world were forced to work from home in 2020 after years of showing up to the office on daily basis. There were no more brainstorming sessions, weekly in-person meetings, or water cooler chit-chats at the workplace.

Without prior knowledge or preparation, the world jumped into a large-scale experiment to see if organizations could function well from home. The world witnessed a huge spike in automated tools such as okr softwares, agile collaboration tools and performance management softwares.  It was necessary for managers and employees to learn on the job how to transfer their daily office operations to their online counterparts. This is still a mystery to the vast majority of the employees working across the globe.

Boosting The Performance Of Your Remote Teams

Is there a way to make sure your virtual team is productive when you can’t walk over to their workstation to check in on them? If you want to keep your employees productive while they work from home, there are a variety of ways you can do it.

Embracing The Transformational Leadership Style

For their subordinates, managers should serve as role models. Every manager must invest in building a creative culture, using the correct technology, and providing appropriate performance measures. Managers can use a transformational leadership style to inspire and motivate their teams.

Effective communicators and receptive to new ideas are characteristics of transformational leaders. When working remotely, a transformational leader will be able to assure staff involvement, build a shared vision, encourage a culture of creativity, and effectively communicate with all stakeholders to overcome any opposition to change. As a result, transformational leadership attributes aid in team development and foster a more positive work environment. It’s easier to delegate work and make decisions, which leads to more growth.

Managers can also use artificial intelligence (AI) and data analytics to monitor staff. By analyzing their employees’ saved data, managers can draw meaningful conclusions and make necessary adjustments. Organizations can use data analytics and artificial intelligence (AI) to improve the performance of their employees.

Innovative Culture In The Organization

Millennials make up a sizable portion of the workforce in virtually every business. Millennials favor leaders who can inspire and engage their generation. In order to foster a more innovative culture, it is essential to implement measures that stimulate the participation of all internal stakeholders.

Employees must be able to communicate verbally and nonverbally with one other in order to operate at their best in a remote work setting. Personal and professional goals and improvement plans can be established with the support of regular communication. Why is it so important to have a clear idea of what your own goals are? Twenty-two percent of remote workers find it tough to disengage from work, 19 percent say loneliness is their biggest issue, and 17 percent say teamwork and coordination are the most challenging aspects of working remotely. Defining personal goals helps employees focus on what they need to do and how to do it successfully.

A performance-rewarding culture is one in which employees are rewarded for their efforts with both financial and non-financial incentives. New HR parameters are needed to reduce attrition, improve workplace culture,  and meet organizational goals defined by the management team.

a. Maslow’s Hierarchy of Needs and Employees’ Motivation

Understanding Maslow’s five-stage hierarchy of needs is critical when it comes to motivating employees. In a remote work setting, employees’ requirements must be met in order to improve their performance and productivity.

Workers who work from home should be given the opportunity to advance their careers by their supervisors. The ultimate level of Maslow’s Hierarchy of Needs, self-actualization, can be achieved by increasing employee engagement at work, which can assist employees in reaching this level. Employees need to know that they are valued and essential in order to be motivated and perform at their best.

b. Scheduled Surveys For Getting Feedback

To improve employee performance, conducting surveys is a great way to gather feedback from employees and solicit ideas for future improvements. An organization’s responsibility is the integration of helpful recommendations into future policies. Employees generally believe that employers don’t pay much attention to their feedback surveys. As a result, as a manager, you should do all in your power to reassure employees that their input is valued and that it will be taken into account when new policies are developed or existing ones are modified in the business. For remote workers, quarterly or annual surveys are particularly critical. A survey tool is available in many software packages, making it easy to poll your coworkers. Surveys are a robust feedback mechanism that can help you keep your staff motivated. It is recommended to use tools such as okr software and performance management system to establish aculture of free-flowing feedback. 

c. Communication Strategies For Remote Setup

The most important factor for great productivity is effective communication with coworkers. It was found that the top three issues for remote workers are a lack of communication, a lack of social opportunities, and a sense of isolation. To tackle this obstacle, organizations have been embracing agile collaboration tools and okr softwares. 

It is possible for teams to alleviate employees’ sentiments of isolation and miscommunication by collaborating. Chat, video conferencing, email, and meetups are some of the most common methods of communication. However, to facilitate a far-more effective communication amongst your teams, go for agile tools such as OKR software and performance management software. The more managers attempt to foster a collaborative culture and meet their employees’ concerns, wants, and requirements; the more communicative their workforce will become.

Engage employees and teams is a managerial responsibility. Managers can do this by providing opportunities for them to actively participate in discussions and provide candid feedback on workplace policies. Employees’ conflicts and disagreements can be resolved with attention to detail and active listening abilities.

d. Involving The Stakeholders

It’s vital that the policies of an organization be designed to entice and engage stakeholders. Stakeholder input should be incorporated into performance management and measurement. In order to acquire a complete picture of an employee’s tasks and the breadth of their skills evaluation, managers must communicate with both internal and external stakeholders, such as employees, consumers, and founders.

Developing a thorough stakeholder engagement strategy requires strong management abilities. As a link between external and internal stakeholders, the manager ensures that the organization’s goals are met and that employees are aware of all aspects of their responsibilities.

The trend toward working from home is here to stay and will continue to grow in popularity for the foreseeable future. Organizations need to update their resourcing strategies to reflect the emergence of a hybrid working environment. There may be roadblocks in the way, reducing the efficiency of distant workers. Using resource management, one can combine the general standards 

outlined above with a more efficient procedure for remote teams.

If you need more guidance for boosting the performance of your teams, reach out to us here! 

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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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