Here's how you can enhance communication with remote teams as an IT Operations Manager.

Use apps like Teams or Zoom to talk and work together. Have regular online meetings to stay updated. Let your team know they can talk to you anytime about anything.

To enhance communication with remote teams as an IT Operations Manager: 1. Use collaboration tools like Slack or Microsoft Teams for real-time messaging and video calls. 2. Schedule regular check-ins and meetings to discuss progress and goals. 3. Establish clear communication channels and document processes for consistency. 4. Foster open communication, encourage feedback, and set clear expectations. 5. Utilize project management tools to track tasks and priorities. 6. Respect cultural differences in communication styles. 7. Offer training on remote communication and collaboration tools. 8. Implement feedback mechanisms to improve communication effectiveness.

5 ways to improve communication with your remote team: 1. Establish clear and defined communication channels. 2. Encourages regular and asynchronous communication. 3. Make the most of collaboration tools. 4. Set clear expectations and provide regular feedback. 5. Create a culture of trust and respect. Lastly, be flexible and adaptable! Your remote team's communication needs may change over time, so it's important to be willing to adjust your strategies as necessary.

Yes, you should naturally use the tools for remote work and set expectations for that communication. What you should do in the first place, it's awareness. You have to be aware of each member residence and also, if only possible, on their current life situation. That way you will avoid misunderstandings, e.g. being late or not coming to a specific call. Different people have different needs and habits in different cultures. The more you understand them the more efficient you will be in this form of communication.

Developing a clear communication protocol is critical to making sure everybody is on the same page, that things are moving smoothly, and that you can monitor relevant aspects. In a couple of instances, I have seen departments and teams utilizing non-standard tools as somebody had a different preference and could use it. For example, the use of texting over Teams, although that provided no security or oversight into what it was being used for. Or trying to use a different platform for messaging, file sharing, and the like. Staff need to be aware to use only approved tools, and how to communicate issues or limitations with the current tools, so that they can be evaluated, and new options considered.

Managing a remote team takes specialized skills, as it is not like managing on-site staff who have a fixed schedule. In many ways the people who are looking for remote positions do so because they want more flexibility in their schedules and work habits. Make sure that they understand some meetings are required, and that deadlines must be met – allow them more options for working around those requirements. A big step towards that is switching to a results focused management style. If you have an employee who can finish all tasks in just two to three hours per night, can you argue you are not getting value out of them because they don’t sit there for eight hours?

In your communication plan, consider adding some more social based time – especially within the team if they need to work closely together. If all communications become rigid and work focused, then people may become weary of it, potentially avoid checking it as frequently, and lead to staff feeling isolated. One strategy I used was a weekly lunch – no specific work-based agenda or topics, but just a socializing time where people could talk about anything – sports, current events, their kids, etc. It did take staff a little while to get used to the idea of a social meeting – for the first few I was the only one eating during the meeting which felt odd – but soon others joined in, including recipes for what they made for lunch.