6 keys to teleworking that every good leader should implement

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Although Spain had a pending issue to join the telework boom and the benefits it offers, the pandemic contingency was the opportunity to implement it, albeit in a forced way. As an entrepreneur or leader of a remote team, do you want to know what are the keys to a successful telework program? Read on and find out here!

Teleworking: a favorable scenario for companies

The opportunity to work from home has become a worldwide trend. It manages to synthesize multiple aspects of the current reality, such as advances in technology, globalization and hyper-connectivity, the search of companies to achieve greater productivity and, above all, the need to find a balance between work and personal life.

In that sense, the telework philosophy is a radical change where it is no longer the work that goes to the offices, but the offices that go to the workers or accompany them wherever they go. 

It is this paradigm shift that gives rise to teleworking, becoming a form of organizational innovation that companies should not miss.

 

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What are the regulations to make it work?

For teleworking to be a success when implementing it in your organization, there must be certain rules for each of the parties involved: the company, the employee and the manager. We explain what they are:

  • For the company

Teleworkers should initially be people who know the company well, but also the company should be dedicated to getting to know them. The implementation process should be gradual, as remote work is not the only modality that exists, it can be combined with a hybrid modality.

  • For the employee

The employee must control the amount of time he/she dedicates to the work when teleworking, as it often happens that they have difficulty to cut the activity.

He must be aware that his place within the company does not change but will eventually be enhanced. Learning to be self-sufficient is the best thing you can do with respect to the organization’s infrastructure and finding the right place to develop.

  • For the manager or leader

He/she must maintain a fluid link with the teleworkers and their position, establishing individual and group meetings, so as to maintain motivation in the team and make them feel part of something big.

Likewise, he/she should distribute the tasks, setting specific short-term objectives that are measurable and stimulate the aforementioned premises.

So, how should task management be applied to a telework program?

Task management for remote work teams is not the same as the management applied to a face-to-face team. These are the characteristics of task management in telecommuting:

  1. The work should be divisible into small tasks that can be divided among the different team members.
  2. The tasks must be marked by well-defined objectives that guide the team as a whole towards the successful development of the project. It is important to define exactly who does what and to draw up an organized schedule.
  3. Tasks are no longer contained in a specific physical location, so it is of great importance to have technological knowledge that allows you to master the solutions that allow you to relocate your workplace.
  4. Teleworking makes it possible to set start and end dates for each of the tasks. The complete execution of the project will depend on the gradual achievement of each one of them and that the progress is captured in a space that everyone can access to continue advancing.

 

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6 keys to teleworking that every leader must apply to succeed

Remember! Nobody said that teleworking is easy, much less when you have a group of people under your supervision and you have to make everything run smoothly. To work from home and have everything go smoothly requires much more than organization, knowing the new digital tools and staying focused.

Below, we will tell you the 6 keys that every good manager should apply:

telework

1. Build confidence in your team

Lack of trust in your team can be one of the main reasons why teleworking does not work as expected.

Without a trusting relationship between you and the employees, telecommuting cannot work. It is often believed that with remote work, employees will not fulfill their tasks or will run away from their duties, without trusting that it can be just as or more productive than when you are in the office.

Your employees must feel that they are part of something big, they need confidence to give their best. It is important to leave behind the feeling of losing control when the team works from home.

In that sense, to build confidence you can:

  • Make sure your employees have the tools they need to get the job done.
  • Encourage effective communication among the team, get everyone to participate equally.
  • Respect the way in which each worker manages. It is difficult to respect office hours from home, especially when there are children. Be understanding and give everyone the opportunity to adapt to the situation, as long as they meet the objectives.
  • Recognize good work when it is done, it will motivate your employees to work harder.

2. Maintain open and fluid communications

Maintaining open and fluid communication channels between all the employees of the company is vital to maintain a proactive attitude and that the different members of the team can work properly.

3.  Establish precise goals and objectives

It is important to define goals and objectives that are aligned to the telework program. That is to say, to know what is being done and what is the importance of the work being carried out.

This is achieved by integrating indicators that make it possible to know the performance metrics and which tasks are pending, as well as the most appropriate time to start them.

4. Offer constant feedback

Letting your employees know how well or how poorly they are doing their job allows you to establish corrective measures that will redirect their efforts towards the pre-established goals and objectives.

5. Avoid distancing

Make sure that your employees participate in organizational activities and that they are informed about company-related events. Even if they do not work in the office, teleworkers should not lose contact with the rest of the team or the company’s values.

6. Your teleworkers are the same as any other teleworker

With this we want to tell you that, not because they now work remotely, they are no longer equal to the rest of the employees, they are not an exception to the rule. After all, telecommuting is just a new way of working that adapts to today’s needs.

Therefore, workers continue to be employees of the company, who have obligations and benefits that should be outlined in their contract.

 

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We hope that, if you are a remote team leader, you will be encouraged to put into practice these 6 keys to telecommuting and take your leadership and your collaborators to the next level. If you want to stay up to date on business trends, leadership, technology and more, subscribe to our blog at Gestion Direct.

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