opinion expressed by entrepreneur Contributors are yours.
Workers and companies are adopting flexible scheduling arrangements. Pew Research shows that among people who are virtually able to work, about 7 in 10 do, and McKinsey reports more than half Would like to continue working from home at least three days a week in the future. Instead of waiting for “normalcy to return”, business leaders need to prioritize leading remote teams to the best of their abilities.
Becoming a better leader in the remote-first working world is not as easy as increasing the frequency of video conferences. Business leaders must understand how to build and nurture connections with employees or customers, even when working in a digital workforce.
Leading through change (especially when working through a pandemic) is a challenge that deserves to be tackled more effectively and constructively.
How can remote team admins ensure their team members take advantage of live-instructor training for upskilling or reskilling? What are ways to keep virtual associates motivated and engaged beyond offering aggressive and progressive benefits? Where can you source diverse remote workers so they can better serve customers – and how do you keep current employees from leaving in the midst of great resignations?
related: Remote work is here to stay: Are you ready for a new way of life?
Re-training your leadership talent to tackle remote and hybrid challenges
These questions are difficult to solve, but not impossible. Anyone Can Learn How to Be a Leader at Work — even when everyone feels scattered or works on different in-person schedules. The key is to understand what your team needs. McKinsey & Company often reports to employers underestimating the relational aspects For jobs, such as being valued by their leaders and organizations and feeling a sense of belonging. Employees, on the other hand, said they were some of the most important aspects of job satisfaction.
If you are responsible for leading through change, read the following remote leadership tips to keep people engaged regardless of distance. Work on honing your empathy, being open to new opportunities, attracting new talent, retaining your best performers, and creating a clear picture for your colleagues to follow. In this way, you can achieve success no matter where the future of work is is headed.
RELATED: 6 Ways Connections Create a Sense of Familiarity with Any Workplace Anywhere
1. Look for Consultants Outside of Your Business or Industry
When you’re at the top of your organizational chart, you won’t always be able to find mentors from within your company — but that’s not always necessary. Mentors can play the role of everything from alert advisors to sounding boards, so be prepared to reach out to potential mentors outside your field.
Are you considering joining the board? Do it. Being on a board that is not related to your industry, such as a non-profit board, will give you greater access to potential mentors. You will find out which strategies have worked for them in their business – and which ones have failed. One of the most valuable aspects of my service to the Ohio State Board of Career Colleges and Schools is my ability to share the challenges and opportunities surrounding serving the adult learner. Like me, you may find that your interactions as a board member can become a launching pad for ingenious solutions to move forward with self-assurance, even as the working world continues to evolve.
related: Studies Prove the Benefits of Mentors, So How Do You Find Them?
2. Teach Others
Knowing your craft is one thing; Sharing your knowledge is another. When you teach, you position yourself as an expert. You also force yourself to find ways to transfer your expertise to the learners. By mentoring employees, or promoting mentorship programs within your company, you create an empathetic bond with your subordinates and create more opportunities for active engagement.
Gallup figures show employee dismissals are hovering around 85%, with and Loneliness affects about two-thirds Among young adults, you can’t overlook the importance of connecting your remote employees with you, each other, and your company. The more tied your workers feel, the less likely they are to leave.
Your teaching doesn’t even have to be a formal consultation. Set up short sessions in which you serve as a teacher. Feel free to come up with other ways to share what you know, such as writing how-to articles, creating videos and creating infographics. Who knows? You can become the go-to thinker not only for your company but also for your field, increasing your credibility with workers, coworkers, and customers.
RELATED: How Entrepreneurs Build Relationships in an Age of Isolation
3. Start a Focus Group
You may think you know how to lead the people you influence every day, but don’t let pride guide you. Check the gut by establishing regular focus groups. Staff and even customer-based focus groups can provide one of the greatest learning experiences you will ever have. While it can be hard to listen without responding during intense focus group sessions, do your best to use only your ears.
Focus groups with your remote and hybrid employees can allow you to uncover any gaps in your communication or workflow. You’ll have a better pulse on everyone’s attitude, not to mention an inside look at any obstacles preventing your team members from reaching their true potential on and off the clock. After each focus group, set aside time for reflection. Then, use what you heard as a springboard for future decisions.
Right now, there is no specific workplace criteria. Each company is facing a unique internal experiment while leading through change. As a leader of part-time or full-time virtual staff members, you need to focus on improving your core capabilities so that you can be a valuable asset to yourself, your team, and your organization.