Your team is working remotely. How can you manage their projects and tasks effectively?

I lead remote teams effectively, using the following principles: Use digital tools to assign tasks and track progress. Set clear goals and deadlines. Schedule regular meetings for updates and team interaction. Foster open communication channels for questions and feedback. Encourage work/personal time balance to prevent burnout. Offer support and resources Recognize/celebrate achievements to maintain motivation and team spirit. As a leader, your role is pivotal. You are not just overseeing tasks and deadlines, but also fostering a culture of trust, open communication, and collaboration. This requires empathy, adaptability, and a commitment to support each member's success, thereby driving overall team performance and satisfaction.

?? In the realm of remote leadership, clarity is your greatest ally. Set clear objectives and expectations. ?? A leader's vision must be a guiding light, especially in the virtual landscape. Our objectives and clear expectations lead the way. 1 Define specific project goals and individual tasks. 2 Establish measurable key performance indicators (KPIs). 3 Communicate expectations for quality and timelines. 4 Foster a shared understanding of the mission. 5 Encourage questions and open communication channels. ?? And: Acknowledge team members who consistently meet or exceed objectives. Leaders, illuminate and lead the path forward. Set crystal-clear objectives that empower your remote team for impact. #LeadershipClarity #VirtualSuccess

They manage their projects and tasks; I manage them. Empowering them to rise to the challenge and be self accountable is key. You can help them formulate their to-do-list daily in a quick meeting at the start of the day- then let them do what you hired them to do. Control is not the answer. Guidance, support, and accessibility for them to reach you is the way. I led teams remotely for a decade. Trust the human, outline the processes, do status checkups and help further when asked.

Gerade im Onlinesetting ist eine klare Kommunikation wichtig. Heute haben meine Studierenden das anhand eines einfachen Stillen-Post Beispiels im virtuellen Raum kennengelernt. Sie mussten eine Geschichte weitererz?hlen. Und haben festgestellt, wie schwierig eine klare Kommunikation gerade im virtuellen Raum, also in Remote Teams ist. Daher braucht es aus meiner Erfahrung ein aktives Rückfragen. Erkl?ren Sie Ihre Erwartungen und fragen Sie danach: Bitte erkl?rt in eigenen Worten, wie ihr den Auftrag, die Erwartungen gerade verstanden habt. So sehen Sie, ob alles verstanden wurde. Diese Frage verwende ich sehr h?ufig und kann gezielt weitere Informationen liefern.

Managing remote teams effectively requires a combination of effective communication, collaboration tools, and well-defined processes. ?? Clear Communication Channels ?? Use Project Management Tools ?? Regular Check-ins ?? Goal Setting ?? Transparent Documentation ?? Flexible Scheduling ?? Encourage Collaboration ?? Provide Support and Resources ?? Regular Performance Feedback ?? Promote a Healthy Work-Life Balance Create a framework that supports effective project and task management for remote teams, fostering collaboration, communication, and successful project delivery.

Collaboration Tools sind eine gro?artige M?glichkeit, um nicht nur synchron miteinander zu arbeiten - sondern auch zwischen Meetings, also asynchron. Egal ob Sie gemeinsam Ideen brainstormen, bewerten, kommentieren oder Informationen sammeln. Kollaboration Tools eigenen sich dazu sehr gut. Wichtig ist aus meiner Erfahrung: Starten Sie mit EINEM Tool. Trainieren Sie es, damit Berührungs?ngste abgebaut werden. Reflektieren Sie auch, inwieweit das Tool wirklich hilft. Passen Sie die Tools gegebenenfalls an. Verwenden Sie Tools lediglich als Unterstützung und nicht des Tools wegen.

Online collaboration tools are the modern-day brushes in your managerial toolkit. Envision these tools as an artist envisions their palette: versatile and essential. From project management platforms to communication apps, each tool adds a layer to the collaborative masterpiece. Just as a painter needs various brushes for different strokes, diverse collaboration tools empower your team to create a virtual canvas of collective achievement.

Monday.com is a great tool for remote teams to use. It manages tasks, allowed teams to collaborate and see what others are working on. Communication is always the key to productive working relationships (in person or remote) and Monday.com is a valuable tool for that.

This is a big pet peeve of mine. A lot of companies went remote or hybrid but did not factor in how this would affect communication. This means most of us have too many meeting and too many emails and still are not communicating effectively. By communicating better, you can communicate less. Tools like Moxo are great because they bring transparency to all parts of your process and in turn can allow you to manage your team and their work without constantly talking about it. Tools where you can track, communicate and do the work in one platform work best because with every tool you add you also add work to your team. A tool like moxo gives the benefits of these other tools but no need to rewrite it or input the info into a tracker.

Die ideale Mischung liaus Mindset, Toolset und Skillset. Mindset : wie innerhalb von Teams Wissen geteilt wird, Schwarmintelligenz genutzt werden kann, um neue L?sungen cokreativ zu gestalten. Toolset: Zuverfügungstellung von technischen und methodischen Tools zur virtuellen Zusammenarbeit. Skillset: Die Bef?higung der Mitarbeitenden, die Tools für die Komplexen Herausforderungen einzusetzen und l?sungsorientiert zu arbeiten.

Regular meetings help ensure that all team members are on the same page regarding project goals, priorities, and progress. Meetings provide a platform for team members to communicate openly, ask questions, and share updates, fostering better collaboration and problem-solving

Regular meetings and check ins ensure that everyone in the team is on the same page and facilitates to make sure that the project is moving in the right direction. When working remotely teams can often lose focus and go off track. Also a regular check in can help motivate the team as they do not see you in person often.

Regular check-ins are a critical way to stay connected with a remote team. They replace the more casual form of information sharing that would happen naturally in an office as you pass by someone’s desk or run into someone while waiting for the elevator.

Depending on the type of the work you do with your team and the location where your team members are, consider using async check-ins, parallel to synched live meetings. You shouldn't skip your orientation meetings and also reserve the right to meet synchronously with your team if there's a problem which you need to solve together. But when there's a chance, use async collaboration. Notable example is the daily standup - that should be a async check-in instead of a daily 30mins synched meeting.

Meeting to set the pace and intention of the week, month and quarter are absolutely paramount to success. However, when setting up meetings, make them matter by utilizing Parkinson’s Law which states: Work expands to fill the time available for its completion. This means if we schedule an hour long Zoom meeting, it will take an hour to complete the task. However, if we set the meeting for 30 minutes, magically, the same task is accomplished in half the time. Setting the intention of the meeting from the start keeps people engaged and in a problem solving mindset knowing this meeting won’t drone on needlessly for an hour when we can find a solution in 30 minutes. It also respects the time of everyone involved and fosters efficiency overall.

In managing remote teams, recognition plays a pivotal role. Echoing the wisdom of Marcus Aurelius, it's not only what we do, but how we are acknowledged that fosters a sense of accomplishment. Personalized recognition, such as tailored thank-you notes or specific shout-outs during virtual meetings, resonates more deeply, reflecting an understanding of each team member's unique contribution. Additionally, integrating Jeff Sutherland's agile principles, celebrate not just the outcomes but also the learning processes. This approach nurtures a growth mindset, as Carol Dweck advocates, and reinforces a culture where effort and progress are valued alongside results, fostering a more engaged and committed remote team.

When you're far away, awards and praise are even more important for keeping you going. Some ways At Firestorm, we do it the following ways: Send e-cards when important goals are met. Meet with video shoutouts. Send gift cards to team members when they turn in work. Use project management tools to keep track of work and praise progress. In the company newsletter every month, highlight the top workers. Share wins with everyone on social media. For big gifts, send care packages to people abroad. Every year, celebrate by going on team trips when you can. When teams work from home, showing off their successes keeps them motivated.

I have read somewhere- the way to develop the best that is in a person is by appreciation and encouragement. For every milestone achieved, there should be appreciation because in a remote work culture today, when we are not meeting anyone in-person, we have to make sure the team is motivated and appreciated. When everyone is appreciated, they will outperform themselves the next time.

Recognition and rewards are the applause at the end of a successful performance. Consider acknowledgment as the encore, the extra applause for a job well done. In a remote setting, recognition becomes even more critical. Visualize your team as actors, each deserving their moment in the spotlight. Publicly praising achievements or providing virtual rewards becomes your way of applauding your team's exceptional performances on the digital stage.

Celebrating milestones and providing positive feedback not only boosts morale but also fosters a positive work environment, promoting team satisfaction and loyalty. Utilizing diverse methods, such as thank-you notes or virtual events, adds a personal touch to the recognition process, contributing to the overall success and growth of your remote team.

Anyone who has worked for me, or with me, will hopefully attest to the fact that I believe we are whole human beings. Meaning, we bring our past, our complexities, and the beauty of our humanity with us everywhere we go. Hence, I prefer to foster an environment where colleagues can be open, honest, and have the energy to perform work tasks. I think a key component of work performance (and life performance, in fact) is balance. Ideas are sparked, conversations enriched, performance increased when we are each balanced and performing optimally. Hence, let's do that. Plus, being balanced usually enriches the broader team as we each have other aspects of ourselves that we have fostered and can share with (or get support from) one another.

Remote workers can often be international. What's important about that is the amount of focus on community and family. I find I get more out of my teams when we take a few minutes at the start of each meeting to run "hi, how are you?" People share what's going on in their lives and as a result, they feel more bonded as a team.

An effective leader doesn’t need to micromanage. Learn to be a results driven manager. As long as the work gets done and is done well who cares how it’s done. Different people have different work styles. Give your staff and yourself grace. It’s OK to have a bad day, get sick or care for a sick loved one. Show your staff you care for them beyond work. Be human. Encourage people and show appreciation. Give genuine compliments. Truly listen to them. Be present and let your team feel like they aren’t alone.

In the virtual world, if the team works remotely, it is important to have healthy communication and connection, as well as trust to do the work on one's own schedule. People who work remotely should not be available 24/7 (unless that is the job), but rather have also time off and disconnect from the job. This is what good Leadership brings to the table, to make sure that alignment and trust is there to make it all work.

Promoting a healthy work-life balance is the wellness program for your team. Envision your team as athletes in a marathon. Each project is a segment of the race, and maintaining balance ensures they reach the finish line without burnout. Encourage breaks, define clear working hours, and respect personal time as essential strategies. Just as a coach prioritizes the well-being of athletes, promoting balance ensures your team remains energized throughout the project journey.

The question is phrased as "How can you manage their projects and tasks effectively?" My perspective is a little different: How can you support your team members to manage their projects and tasks effectively? This shift to a self management mindset and approach requires trust between leader and team members and fostering autonomy for individuals to plan their work in a way that suits their working style. Once you are clear on the expected outcomes, available resources, and milestones, empower team members to take ownership of their work. Remember to be flexible with schedules, acknowledging different time zones and demonstrate empathy and understanding towards individual circumstances and challenges team members may face working remotely.

Having managed remote workers for many years now, even before it was a Covid pandemic practice, the key is autonomy with accountability. For me, regular check in and catch ups to discuss the actual work, the barriers to execute, the learning are all part of that dialogue. These should be, importantly, separate to 1:1 development time which is focused on the team member and their personal and professional development. Included in this mix of check ins is also a wellbeing discussion to ensure holistic connection happens between the team member and me.

Embracing remote work offers flexibility, transforming employees into proactive leaders in their roles. This shift promotes individual accountability and project ownership. However, the subtleties of in-person interactions are often missed in a virtual environment. My experience has shown that digital meetings, while practical, don’t fully capture the essence of direct, face-to-face communication. It's essential for managers to balance this by integrating real-life team interactions. Occasional in-person meetings and team-building exercises are invaluable, strengthening team connections and enhancing overall team dynamics and effectiveness.

Let's be short and useful. Use tools such as: -Jira -Trello -Microsoft Planner -Microsoft Teams -Etc. Those are really powerfull tools which can (will) boost your productivity.

With over three years experience in managing remote teams, I've learned that it can be tricky, but the right approach keeps everyone on track. Regular check-ins are a must – aim for weekly video calls at a minimum. Use this time not just for progress and deadlines, but also to address concerns, check on well-being, and catch up. Foster open communication, creating an environment where the team feels comfortable sharing thoughts and asking for help. Clear expectations and deadlines are crucial, but flexibility is key, especially in remote project work. Never underestimate celebrating wins, even small victories. A shout-out in the team chat or during a virtual meeting works wonders in keeping everyone motivated and feeling valued.