How to remove the guesswork from remote team management

?? In under 4 minutes, learn about the two key lead metrics for removing the discomfort and guesswork from managing remote teams.

Remote work and hybrid work are different from what most of us are used to. We are now presented with a different way of working and a different way of managing.

The most important metrics are still remarkably similar. What changes is the mindset - how we think about them, and how we measure them. One that is definitely out of the window is the 9-5 clock-in/clock-out mentality. That is just not a useful metric in the world of knowledge work. It never has been, but we kinda put up with it in the office.

But no more!

A quick aside on two different types of metrics:

• Lag metrics show the current state of the business
• Lead metrics indicate a likely future state

Although lag metrics like revenue are super important, to keep your finger on the pulse you need to manage to lead metrics.

If you focus on - and act upon - the lead metrics, then the lag metrics are more likely to go in the direction that you want them to go.

Lead metrics for remote-first teams

The two essential lead metrics for remote-first teams are:

1. Productivity
2. Employee engagement

These have always been important metrics. But in offices, we didn't really measure them properly.

Well, everybody *looks* busy. Nobody is screaming down the phone. I think we're good.

... or ...

The energy in the office doesn't feel good, we'd better have a happy hour to clear the air.

This is why so many people freak out about remote working.

Because we *know* that productivity and engagement are so important.

But they're not being measured or picked up on.

It's very disconcerting as a leader.

It's like flying blind.

So you need to be more intentional about how you measure.

This will build trust and confidence in the team and the overall state of the business.

Measuring productivity in remote teams

This is the big one.

This answers "how do I know they are working if I can't see them?"

This builds trust in the team without monitoring or micromanaging.

There isn't a one-size-fits-all solution here, which is why so many get stuck.

How to measure productivity

If it was easy, people wouldn't feel the need to ask the above question.

The details are different for every type of role and team.

But the approach remains constant.

Manage to outcomes.

Not hours spent.

Take a lead from agile and scrum teams.

Whether it's a sprint plan or weekly SMART goals.

Track the velocity of actual work done.

It can take a bit of trial and error.

A bit of finessing for each team.

But that's okay. That's normal.

Measuring engagement in remote teams

Employee engagement is in many ways a measurement of intrinsic motivation.

According to Gallup highly engaged teams show 21% greater profitability and 59% less turnover.

A highly engaged and connected team will work together more.

They will also put in the extra effort when required.

Because they care and will be happy doing so.

How to measure engagement

This is technically easier the measuring productivity.

But to be successful you must:

1. Provide a safe space / make feedback anonymous
2. Act upon the information you learn
3. Measure frequently

To cover all bases use something like the Gallup Q12, which has 12 questions across four categories of basic needs, individual, teamwork, and growth.

Being just 12 questions, it can be sent out 2-4 times per year.

Regularly send a couple of questions as pulse surveys.

Pay more attention to trends than specific numbers.

Lag metrics for remote teams

Also keep an eye on these metrics, over a longer timeline.

1. Revenue (more money coming in is *always* good)

2. Employee retention (reduce the costs of turnover)

And ask yourself some questions:

• How well are your lead metrics predicting your lag metrics?
• And over what timeline?

Depending on the business and the metrics, the lag time will change.

Some may be quarterly, some annual or even longer.

It's this timeline that makes managing to the lead metrics so very important.

The real outcome

Although we talk about metrics here, the real outcome, the real goal is increasing confidence in how the business is running, without having to be on top of everybody all of the time.

Gathering data in this way works regardless of location, and can be used to maintain trust - and make necessary course corrections - during a transition of operating model.

It gives you the data you need to make changes to the operational model and see how it is impacting things in almost real time.

If you want to transform your team into a high-performance remote/hybrid model for maximum engagement, efficiency, and profitability, there are three ways I can help:

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