The dynamics of working remotely are not the same as working face-to-face. So if you deal with a remote team in the same way as a co-located one, don't be surprised when the same leadership behaviors elicit different results.
With today's fluid working environment, team members often don't know the strengths and weaknesses of the people they work with. And paradoxically, the fact that we are all tethered together electronically can make it even harder to get to know them.
Far from being dominated by women juggling work and childcare, the ranks of remote workers in the US are overwhelmingly made up of men, a new survey has found.
Social interaction makes us happier and more productive. But that's a real issue when you're working remotely. So what can remote teams do to enhance interaction and create a good psychological environment to foster interaction and creativity?
There are three factors that make up a successful remote team. Each is equally important. And while a remote team won't function without technology, that's only one piece of the jigsaw.
How engaged in their work are the people in your team? How do you know? These questions are critical to all managers, whether they manage a team directly or have people spread across the planet over whom they don't have direct control.
This month, the old 'inputs vs outputs' question rears its head again in respect to flexible working. But as Chris Welford points out, it is delivery that counts, not the slavish adherence to a system or timetable.
Like it or not, trust is often a casualty of home working, with office-based workers liable to believe that their home-based colleagues aren't really working. So how can organisations overcome the challenges of working 'sight unseen'?
Do you want your people to be productive or do you prefer them to be creative? In a perfect world, of course, they'd be both. But the modern workplace - and short-sighted management - can make that an almost impossible goal.
It's pretty clear that remote working and collaboration can deliver significant cost savings. But top-line savings aren't the best way to assess whether something is working or not.
The millennial generation are less interested in how much a job pays than they are in having workplace flexibility and a sensible work-life balance, a new study has found.
If you are more productive than your coworkers, you'd expect to have a better chance of promotion, right? Not so fast. If you work remotely, you could be at a big disadvantage.
Let's set aside the hyseria about Yahoo's announcement that it wants more people to come into the office and quit working from home and make an educated guess at some of the challenges that led to this decision and its associated drama.
Far from marking the end of telecommuting, Marissa Mayer's demand that Yahoo's employees stop working remotely and get back into the office speaks volumes about the culture of the troubled Internet giant.
Google's Chief Financial Officer ruffled a few feather recently when he said that he believed working from home is not the best way to generate ideas and innovation. But is he right?
What do your remote team members and a lovesick football player have in common? They may both be guilty of seeing more in online relationships than is actually really there.
Leadership is a rare enough at the best of times. Leading people when you aren't in close contact with them is even harder. But it's not impossible. You simply have to understand the dynamics of working remotely and adjust.
How can managers get the same commitment and hard work from a contractor or remote worker as they'd expect from someone with their eye on the corner office? The key is to help them grow.
An increasing number of us work for bosses who are not located in the same physical place as us. This means that we need to think about how to manage a virtual boss. Even if you don't have to do it now, odds are that you will in the future.
Building long-term relationships with remote workers is tough, but vitally important. Because when people feel unappreciated they become less engaged. And people who are less engaged quickly become less productive.
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