For most businesses that have managed to survive during this pandemic and are able to work from home, an additional challenge is to keep track of employees—their work output and motivation. But since many tasks have migrated online, we’d all have to refine how we monitor and engage our employees.
We asked Dino Badilla, our resource person on leadership, what we’d need to adjust to ensure we’re still effective at coaching and mentoring our teams.
His recommendations are:
1. Increase frequency of communication, engagement and feedback with remote teams
Establish new ways of channels and interaction to keep the engagement high. As managers, our teams expect that we foster connectivity and are ready to listen to them in these uncertain times. Since the start of this health crisis, the negativity, tiredness and anxieties are so high in many offices. More time must be spent actively listening, coaching and designing a plan to respond to the remote needs of employees as they adjust and become productive in this new work setup.
2. Regular conversations on priorities, motivation and morale boost
3. Provide creative learning sessions to sustain and equip your remote team
It is important to ensure that our team members continuously learn new skills or retool their mentoring and coaching skills so that they can deliver quality output and productive oversight over their subordinates and projects. Once a week, I have set a “Lunch and Learn” schedule for my team so that we can learn new skills together while having our own work day lunches.
More than ever, companies should invest on their managers’ coaching skills and competencies to manage performance of remote teams. Coaching inspires trust among employees. Adapting to this changing environment can be very stressful to our people. A coaching mind-set shall facilitate learning, flexibility and agility in driving focused teams to achieving powerful outcomes and better performance during this global health crisis.