Managing a team remotely during a crisis can be challenging, but not impossible. With the right communication tools and platforms, you can keep your team engaged, productive, and motivated. In this article, you will learn some tips and best practices on how to manage a team remotely during a crisis.
The first step to manage a team remotely during a crisis is to choose the right communication tools and platforms for your team. Depending on the nature and urgency of your work, you may need different tools and platforms for different purposes. For example, you may use email for formal and official communication, instant messaging for quick and informal updates, video conferencing for meetings and presentations, and collaboration software for sharing documents and files. You should also consider the accessibility, security, and reliability of the tools and platforms you choose, especially during a crisis.
from my experience best quick remote tool for communication is still personal contact by phone. But younger generations prefer messenger apps which I found even more useful for quick site communication (sending edited photos)
There was never so sudden a shift as in March of 2020 when a lot of teams transitioned to using fully remote communication tools. Crisis communication (short term and ongoing) requires a commitment to a routine or practice. Setting a standard for how and how often the team communicates sets expectations and creates a foundation for work to continue.
Managing a team remotely, especially during a crisis, is definitely not a walk in the park. Here are some of the things that work for me: 1. Communication: Make sure everyone knows what’s up. A quick daily check-in works wonders. 2. Be Available: I try to be there for my team, for both work and emotional support. 3. Realistic Goals: Times are tough, so expectations should reflect that. 4. Training Opportunities: Remote learning platforms are handy to help the team keep growing. 5. Work-Life Balance: I remind everyone to clock out at the end of the day, myself included. 6. Adapt & Evolve: Being flexible and ready to pivot is key. 7. Feedback Loops: Regular 1-on-1s to talk about how remote work is going help a lot.
The second step to manage a team remotely during a crisis is to establish clear and frequent communication with your team. You should communicate your expectations, goals, and priorities to your team, and make sure they understand their roles and responsibilities. You should also communicate regularly with your team, and provide feedback, guidance, and support. You can use different communication methods, such as daily check-ins, weekly reports, and monthly reviews, to monitor your team's progress and performance. You should also encourage your team to communicate with each other, and create a sense of community and trust.
The third step to manage a team remotely during a crisis is to adapt to the changing situation and needs of your team. You should be flexible and responsive to the challenges and opportunities that arise during a crisis, and adjust your plans and strategies accordingly. You should also be empathetic and understanding of the personal and professional difficulties that your team may face during a crisis, and offer them support and assistance. You should also recognize and appreciate your team's efforts and achievements, and celebrate their successes.
Communication is critical during a crisis. The decisions you make as a leader will have an impact on the progression of the crisis and you need to get immediate feedback on the effect of your decisions. Also, the team members need to hear what is happening so they too can have input as they see and hear the progress.
The fourth step to manage a team remotely during a crisis is to provide training and development opportunities for your team. You should identify the skills and knowledge gaps that your team may have, and provide them with the resources and tools to learn and improve. You should also encourage your team to pursue their own learning goals, and share their insights and experiences with others. You should also create opportunities for your team to grow and advance in their careers, and provide them with feedback and coaching.
The fifth step to manage a team remotely during a crisis is to maintain a healthy work-life balance for yourself and your team. You should respect your team's working hours and boundaries, and avoid overloading them with work or micromanaging them. You should also encourage your team to take breaks, exercise, and relax, and promote a positive and supportive work culture. You should also take care of your own well-being, and seek help if you need it.
The sixth step to manage a team remotely during a crisis is to evaluate and improve your remote management skills. You should reflect on your strengths and weaknesses as a remote manager, and seek feedback from your team and peers. You should also learn from your mistakes and successes, and identify the areas that you need to improve. You should also seek opportunities to learn from other remote managers, and adopt the best practices and tips that suit your team and situation.
Keeping it fun keeps a positive relationship between peers and in turn allows for positive communication. This can also alleviate the lack of face to face communications. Do some fun team exercises, even a game of bingo to remind yourself we have a personality behind these voices/pictures.
In a crisis, remote team management requires a rapid response protocol. This is a predetermined set of actions and communication channels activated as soon as a crisis hits. The protocol should include immediate virtual huddles, clear delegation of emergency roles, and a crisis communication plan that outlines who needs to be informed and how.