What do you do if your remote team is struggling with productivity and accountability?

Build a dashboard tracking key deliverables with milestone dates. Have team share dashboards monthly with each other so that best practices can be established and leveraged. Those who are struggling can see examples of what good looks like that will naturally drive competitiveness and accountability.

I do Daily Management. In sales is very important to keep on tracking performance, making feel the team engaged and connected with the company's goals. Giving support when applying countermeasures is KEY and having regular meetings to keep the connection.

Chacun de nous est le premier responsable des résultats qu’il obtient. Il n’accuse ni les autres, ni les circonstances. 5 règles de la responsabilisation 1. Spécifiez les résultats attendus 2. Donnez les lignes de conduite 3. Identifiez les ressources 4. Définissez l’évaluation 5. Déterminez les conséquences Définir clairement les objectifs à atteindre Fixer des limites claires, apporter de l'assistance technique

Another important step when your remote team is facing challenges is to foster a sense of connection and belonging among team members. Remote work can often lead to feelings of isolation and disengagement, which can negatively impact collaboration and productivity. Encourage regular virtual team meetings or informal check-ins to maintain social bonds and strengthen relationships. Additionally, provide opportunities for team-building activities or virtual social events to cultivate a supportive and cohesive team culture. By prioritizing connection and belonging, you can boost morale and motivation within your remote team.

I agree, it's mission-critical for everyone to understand where we are going, especially in the case of diverse remote teams with cultural differences! Concise and consistent communication is crucial where workflows should be explained and illustrated very precisely so that everyone understands how their role influences the outcomes and the same is true in terms of their proper contribution and collaboration. And that's where the responsibility of individuals regarding the success of the whole team should be clearly described.

Whenever something is high-priority I like to communicate via text - no voice notes so that it’s all visible in black and white. For day to day communication, I do love voice notes because they are more personal and can not be misrepresented

Communication is the basic element in any team, in any interaction. Talking a lot is different from communicating well! Some tips: - Prepare and carry out 1:1 meetings, and actively listen to perspectives, concerns, suggestions, expectations, needs… - Give and request feedback - Consider and evaluate possibilities - Promote team meetings, based on a foundation of trust, and open and healthy discussions - Build paths together with the team and define SMART objectives - Schedule review meetings - Create working groups - Be who you are and challenge yourself and eachother… - And… repeat everything… over and over again!

Comunicación de Expectativas claras Fomento a la autogestión Reporte periódico de resultados Confianza en la relación jefe/subordinado

In my experience, communication is critical to keeping remote teams engaged, motivated and accountable. Most people managers are not trained on managing remote teams. It's a new skill set. Setting clear goals & guidelines and establishing success criteria are key. Managers need to work harder at remote team engagement than in an in-office environment.

Striking a balance between communication in the case of remote teams is critical. This is where the team falls apart or comes together. Here are a few things to keep in mind: 1. Have stand-up meetings. 2. Set aside focus work hours which are DND. Aka everyone works on their tasks and does not interrupt the other person. 3. Set exceptions to the above case, in what scenarios can one bypass the DND time? 4. Identify the correct mode of communication. Set rules like in what cases should one drop a one-on-one message and when can one message in the group. In some time, your team will learn to plan in advance and collaborate well in the stand-up meeting it self. Do not miss to have an end-of-the-day catch-up call.

Si mon équipe a des difficultés de productivité - je propose de discuter de ce que chaque personne aime faire dans cette équipe et m'assure autant que possible que les membres de l'équipe fassent ce qu'ils aiment le plus (je recrute autant que possible de nouveaux talents si certains membres font des taches qui leur déplaisent vraiment) - j'essaye si chacun fait ce qu'il aime dans l'équipe de comprendre les problèmes de communication et de faciliter la communication entre les membres au besoin en médiateur Pour les difficultés liées à la prise de responsabilités - je vérifie que la prise de responsabilité est voulue et non imposée - mais aussi que cette prise de responsabilité même si elle est voulue soit récompensée

Alongside leveraging technology for productivity tracking, prioritize fostering a culture of autonomy and trust within your remote team. Empower team members to take ownership of their work and make decisions independently. Encourage self-management by setting clear expectations and goals, providing regular feedback and support, and recognizing and celebrating achievements. Cultivating a sense of autonomy not only boosts motivation and accountability but also fosters creativity and innovation within the team. Trusting your team members to manage their workload effectively can lead to improved productivity and satisfaction in remote work settings.

In my team which involves people from multiple countries, we struggled with coordinating tasks until we adopted a task management app. It allowed us to visualise workloads and progress without micromanaging. This tech fostered autonomy and accountability, leading to a 30% increase in our productivity. It wasn't about monitoring but enabling our team to properly monitor tasks and projects on a personal and team level.

The rise of hybrid work has established a new standard, necessitating the integration of technology for monitoring and tracking projects and assignments. Technology has proven instrumental in enabling teams to function seamlessly, even amidst hybrid or remote work setups. With an array of conferencing tools available, staying connected with team members across different geographic locations has become effortless. Additionally, numerous apps and tools streamline project management processes, offering gentle reminders to stakeholders for task completion and facilitating real-time updates on specific activities and tasks and the whole Project itself.

Leverage technology but do not overcomplicate. Minimize the channels. Select tools that your team uses every day, nothing fancy is needed. Train your team on using these tools. Do not assume. Example - At the end of each call with a client, we are supposed to leave a note on the customer account. While some people would leave a one-liner note, the other person would literally put the transcript of the call. Both are wrong. Have your process of leaving a note and train your team on it.

Working remotely is very isolating, so building a supportive and collaborative team culture can really help. - Regular team checkins are great, but also have individual checkins (and talk about work life balance too). - Assign everyone a team buddy who is outside their day to day can help brainstorm solutions. - Put people on projects together that don’t normally work together. - Celebrate wins, holidays, birthdays, engagements etc. Above all, always operate from the POV that everyone wants to feel connected, supported and appreciated.

It is also helpful to use a strengths based approach. Asking, “what strengths have you used the most this week?”, and “which strengths would be most helpful for you to use to overcome this challenge?”, provides and anchor for an appreciative approach that generates a more creative and engaged working relationship. It can also help foster trust which means higher levels of satisfaction and engagement.

With the increasing prevalence of remote work, the emphasis on fostering accountability among managers and leaders has become paramount. Just as providing clarity is crucial for project success, nurturing accountability is equally vital, ensuring team members fulfil their responsibilities promptly. Without this accountability, it becomes exceedingly challenging for project managers or leaders to achieve timely and comprehensive project completion. This can be achieved by maintaining a delicate balance between push and pull mechanisms, motivating team members to contribute effectively and take ownership of their roles and duties.

A little out of the box - Introduce peer accountability sessions where team members set goals and review achievements together, fostering a supportive community. This peer-driven approach enhances commitment and motivates everyone to uphold their responsibilities, strengthening the team's overall performance and cohesion.

La rendición de cuentas, comúnmente llamada Accountability es una acción que debería estar naturalizada en todos los equipos de trabajo, ya sean presenciales o remotos. Desde mi mirada, en este aspecto no hay diferencia porque tiene que ver con un acuerdo que previamente ha hecho el equipo en sus reglas de compromiso. Pero la clave es conversarlo y acordarlo antes de iniciar el trabajo conjunto. Una vez definido cómo, cuándo y de qué manera se va a hacer la rendición de cuentas, será responsabilidad del líder generar los contextos adecuados para que esto suceda y se tenga la trazabilidad en el tiempo.

One approach I've found effective is to counteract reduced productivity and accountability by empowering your remote team with more diverse tasks. This serves several purposes: Firstly, it reaffirms their status as trusted team members and reinforces belief in their capabilities. Secondly, it offers a refreshing break from the monotony of their daily routine, injecting new energy into their work. Lastly, it lends to a sense of ownership over their role, motivating them to take initiative and excel. Encourage team members to give updates and insights on these new tasks, promoting self-management and trust in their abilities.

Self-management skills are key for supporting internal motivation. Internal motivation gives us the energy and determination to go through with challenging tasks. Setting and knowing your goals, understanding your whys, and having productivity tools at the disposal is what can support team members who are on their own most of the time.

Para la autogestión establezcan en forma conjunta metas SMART: especificas, medibles, alcanzables, realistas y con plazo. Compartir en un dashboard quienes es el responsable de cada tarea, felicitar por los logros promueve la autogestión y genera confianza en el equipo.

Optez pour une communication ouverte sur les nouvelles idées et les nouveaux processus à raison d'une réunion régulière et mensuelle par exemple. Vous identifierez les problématiques plus rapidement et vos collaborateurs se sentiront davantage écoutés et investis.

Self-management is a rare skill. It takes discipline & focus and most of us lack that. It is a habit you must demonstrate and inspire them to adopt, and then train them on it. You can not force self-management on someone. It does not work that way.

By creating a balance in work and life, people will feel better and be present in a better mood, and they will also enjoy their work. Just as there may be shortcomings in the personal life of every person, such as the need to buy a device or modify a part of the house or extend the car insurance, there can also be shortcomings in the workplace. People who have a balanced life and work can look at their work as life and cover the shortcomings and improvement points and make a solution for it.

?? Remote teams need to be connected on a more sophisticated level and leaders have to invest more time in making virtual gatherings (thanks to technology there are great platforms to do so) aiming to enhance community experiences beyond tasks and duties and to form bonds and feel belonging to each other. ?? Cultivating a Feedback Loop is highly important: leaders should ask team members how they think team spirit should be nurtured, what kind of programs and initiatives they would like to have regularly, etc. ?? “One-to-one” sessions between leaders and team members are also highly essential when there is a dedicated time slot to take care of one’s mental well-being and personal needs. ?? Reassuring people that they matter.

1. Communication is ???! 2. Appreciation, spiffs, and rewards can help increase productivity. 3. A well defined process set in place can ensure that employees will be held accountable. 4. Be a good Leader. 5. Last but not least, if your remote team is struggling with productivity and accountability, that's just bad hiring.

Klare Erwartungen hinsichtlich der Kommunikation und Erreichbarkeit helfen im Kontext von flexiblen Arbeitszeiten wirklich abschalten zu k?nnen. Regelm??ige Gespr?che unterstützen den aktuellen Status zu prüfen und frühzeitig Ma?nahmen zur F?rderung der Work-Life-Balance zu ergreifen. Ebenso kann auch bei Remote-Teams die Gemeinschaft durch den Aufbau von Beziehungen gef?rdert werden, etwa durch virtuelle Team-Events, die gleichzeitig die Gesundheit und das Wohlbefinden unterstützen k?nnen.

Pausas activas. En las empresas donde he contribuido a facilitar el desconectarse por breves períodos de tiempo para realizar alguna actividad placentera y que implique movimiento, hemos tenido excelentes resultados con el nivel de compromiso laboral y la capacidad de organización para realizar tareas laborales y actividades personales y familiares de una manera más equilibrada y optimizada. La pausa activa puede ser algo como escuchar música, bailar, acariciar o dar un breve paseo con la mascota, leer un libro. El bienestar mental, físico y general del equipo es compromiso de todos.

Start by asking yourself and the team what these issues are solutions for. What is the team unconsciously trying to achieve through low productivity and accountability? What are these behaviors a symptom of? How do they relate with what is happening in the wider system? It could be that these behaviors are pointing to a deeper issue (ex: fear of change, disconnection from purpose, loyalty to something in the past, etc.) which needs to be addressed.

Durante, y sobre todo después de la pandemia, hubo equipos a los cuáles se les obligó a volver de forma presencial. En este caso no era porque los gestores no supieran liderarlos en remoto, fue porque se dieron cuenta de que no sabían trabajar en ese modelo. Creo que hay dos competencias clave para que la productividad de un equipo en remoto pueda florecer: la confianza de los gestores y la responsabilidad de los componentes. En todos los casos en los que he trabajado con empresas, sin estos dos elementos da igual las metodologías y el tipo de modelo híbrido que pongas en marcha. Tiene que haber una comunicación clara y una supervisión estrecha sobre que los días de trabajo en remoto son para hacer ese trabajo pero en otro lugar.

Si l'équipe dans son ensemble ou presque manque de productivité et de responsabilisation, je commencerais par faire une rencontre d'équipe pour qu'on puisse ensemble revoir (ou créer) notre vision d'équipe et la fa?on dont nous sommes reliés pour le succès de notre équipe, et de l'organisation. Idéalement, une équipe doit voir clairement leur but commun et doit savoir comment interagir et travailler ensemble pour plus de performance ET de plaisir au travail. être alignés, avoir des rituels bien à nous, communiquer régulièrement ensemble et suivre la progression de nos objectifs d'équipe pourraient améliorer la productivité et la responsabilisation, autant individuelles que collectives.

Before you start pointing the finger at others and their performance, consider that by pointing a finger, there three fingers pointing back at you ??. Most people really do want to do a good job. But as managers have we empowered and trained them appropriately. Have we delegated effectively. This whole relationship is made worse with distance.