When so much of the world of work moved online in early 2020, managers’ skills were tested. Those who had previously managed their teams face to face suddenly had to learn how to do so at a distance.
A lot has changed in the last two years, and remote work is not going anywhere. Around 30% of UK workers currently work from home at least one day per week. This means that management styles have had to adapt, and managers and employees have had to learn new ways of working together effectively.
We have put together a few of our favourite practical, best-practice strategies to help remote managers support, and get the best from, their young employees.
Create a Great Onboarding Process
Onboarding is the process new employees go through when they join your company. It includes things like meeting the team, getting all their necessary equipment and login information, and attending any mandatory training.
Onboarding is vital in any role, but it is even more important for remote employees, who can feel forgotten and lost if they are not onboarded properly. A poor onboarding process also means it takes much longer for new employees to get up to speed and start being productive members of your team.
Therefore, take the time to create a great onboarding process for your remote employees. This may involve one-to-one video meetings, introducing them to the rest of the team in a huddle or get-to-know-you session, and making sure that training materials are available in accessible digital formats.
If your remote employee needs any specialist equipment, such as a work laptop or phone, you will need to plan ahead to make sure they receive these ahead of their first day.
Keep to a Weekly Routine
Structure is vital to a well-functioning team. Therefore, create a weekly routine for yourself and your team, and stick to it as far as you can. This might include regular team huddles, small group or whole team meetings, and one-to-ones with each person you supervise.
While flexibility is important, a routine helps everyone understand what to expect and what is expected of them. It also adds structure to the working week, which can help remote employees to keep stronger boundaries between working time and personal time.
Use the Communication Tools That Work
Most remote employees will tell you that email is a major part of their working life. And email is a great tool, but it is not the only one you have at your disposal. Don’t be afraid to try out different communication methods and tools, and choose the ones that work best for your team.
Some options you might want to try include:
- Setting up a “Team Chat” on a system such as WhatsApp, where team members can interact and ask quick questions throughout the day
- Using Slack or Microsoft Teams and have different channels for different projects or purposes (this works well for larger teams in particular)
- Making use of Google Docs to collaborate, offer feedback, and make comments on shared work
- Using project management software such as Trello or Asana to assign work, update one another on progress, and work on shared tasks together
And don’t forget, of course, that you can always pick up the phone.
Manage People, Not Just Work
Employees, particularly younger people, want to know that they are seen and appreciated as a whole person in the workplace. Remember that you are managing human beings and try to be aware of and sensitive to any challenges your team members are facing.
Working remotely can be lonely, despite the many advantages it offers. Your young employees will feel much less alone and more included if you make an effort to get to know them and to treat them as individuals.
If something doesn’t seem right with one of your team members, don’t be afraid to ask them what’s going on. If they seem to be struggling but don’t want to talk about it, point them towards appropriate resources such as your Employee Assistance Programme or whatever other mental health support your company offers.
Managing people compassionately also includes offering flexibility wherever you can. If someone is struggling (whether from burnout, health concerns, childcare issues, work worries, or troubles in their personal life), allowing them as much flexibility as possible around how and when they work can help enormously.
Show Appreciation
We all go to work to get paid, but money isn’t the only factor that can make or break a working environment for young people. One of the simplest and yet most effective management tools you can use is showing appreciation.
This means that if someone is doing great work, tell them. If someone has gone above and beyond to complete a task or do a fantastic job, let them know that you acknowledge and appreciate what they’ve done. If someone on your team does you a favour, say thank you.
Home-based employees often report that they feel forgotten or unappreciated by their employers and managers. Try to counteract this at every opportunity and you will have happier and more engaged team members.
Looking for more? Watch the webinar.
Watch the How To Manage Young Employees Remotely webinar for more expert insight.
