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5 keys to improve productivity in remote teams

After the pandemic forced us to continue with business activities from home, the idea that you needed to be in the office to be productive is now just a myth. However, maintaining the productivity of your remote or hybrid team is not an easy task. Discover here the keys to improve productivity in remote teams!

The importance of keeping your remote team motivated

It is true that after the work teams moved in-house, the productivity rate improved significantly. However, it is also true that achieving this was a major challenge.

Maintaining the productivity of remote teams depends heavily on good leadership. A team requires a leader who sees situations clearly, has realistic goals, has soft skills, is approachable and compassionate, and is involved in the lives of team members.

If you want a team that meets performance standards, you need to motivate it. The importance of having a motivated team lies in the nexus that allows to link the other nexus between the happiness of each member and the commitment to the objectives.

If you are a business leader, it is essential that you understand that the motivation of your team can be the deciding factor in the success or failure of a project. When you don’t offer enough positive incentives, and we’re not just talking about a good salary, it’s likely to fail.

Remote teams must do their best to stand up to the competition and make a difference. It is the company’s responsibility, in that case, to nurture that mentality so that they become better and better.

 

You may also be interested in: Regulation of international telework

 

The 5 keys to improving productivity in remote teams

Remote work requires a change in approach to traditional labor management, because how do you ensure the competitiveness of your team when the entire payroll works from home?

If you are wondering how to increase the productivity of your team’s remote work, you should know the keys to do so. We’ll share them with you below, but you should know that it requires good practices from all team members:

1. Set clear and realistic goals

No matter what your reasons are for implementing telework, the first step to making it work is to set goals for each employee to achieve.

Don’t forget that work is no longer done in the office, important things happen at home as well as at work. Objectives adjusted to the new reality will help you get to know each member of the team better before you start working remotely.

When this aspect is overlooked and the same criteria are maintained as before the date, it is very likely that the objectives do not correspond to reality, much less to the deadlines.

Also, adaptation times must be respected and be in constant communication with your team. Knowing the capabilities of each job position reduces the chances of stress or anxiety among your employees.

2. Teaches responsibility and fuels motivation

The telecommuter assumes the commitment to maintain his dedication to the company in a context where he is not supervised with the same intensity, but where he is trusted in his professionalism and in his way of acting responsibly.

In order for your employee to be in line with this principle, you must take care of his or her motivation with the intention of improving or maintaining good results.

As a recommendation, we invite you to take an interest in the opinion of your team to know their degree of motivation and commitment. Show interest in their impressions of the organization’s decisions, their performance at home, or even what aspects they think need to be improved.

 

You may also be interested in: Burnout syndrome: how to identify and avoid it

 

3. Maintain good communication

Not all employees are equally prepared for or respond in the same way to managing all work from home. Some adapt quickly, while others are more hesitant.

To avoid this situation, as a leader you must maintain accessible communication channels that are fluid and confidential. That way, you can create a space for interaction where you listen to and take into account the different opinions of your team members.

4. Refocuses the corporate culture on the achievement of results.

Telecommuting has made employee evaluation a process that must be done with metrics that are as objective as possible. This may clash with more traditional approaches, since face-to-face treatment allowed for more subjective performance monitoring.

Not letting go of the traditional view can be counterproductive, as factors that have a significant weight in the company’s results may no longer be measured.

The best opportunity you have to reorient the corporate culture of performance tracking is remote work. It’s not about eliminating human interaction altogether, but about building a bias-free workflow.

You may also be interested in: Step by step to create the payroll of your employees

5. Meticulously record hours worked.

Thanks to the possibilities of new technologies, this is one of the easiest points to cover. Nobody said that remote work is synonymous with absolute freedom of schedule, so it makes sense for the company and the employee to reach an agreement on the timetable for the completion of tasks.

Of course, the possibility of greater or lesser flexibility is not ruled out, depending on the case in question. As a result, the company must ensure that the employee actually complies with the established working hours.

With the monitoring of hours worked and a record of the activities performed during the workday, the company can fully track the performance of the teams and their results.

No one is born knowing how to lead a remote team, much less how to maintain its efficiency and productivity at 100%. That is why, in this article we have shared with you the essential keys that will help you empower and improve your work team.

Want to learn more? In our TAS Consulting blog you can find more tips on how to take your company to the next level. And if you need help, our team of professionals can give you the best advice, because their greatest commitment is to your company.

 

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