Leading Junior Workers and Interns in a Remote Work Setup: 3 essential tips
Fernando Pacheco
Revenue Analytics and Business Intelligence Professional | Partner @ZenitData | Specialist in SaaS & B2B Solutions | Revenue Analytics @3E
As you may notice, I am a huge fan of flexible work. Not only #remote but #flexible (there's a huge difference here). This topic has been following my life since 2008, professionally (as an employee and as an entrepreneur) and academically (on my Master's and Ph.D. thesis). The shift to a more decescentraalzied approach has brought new challenges for managers and team leads, especially when leading junior and intern team members. With the lack of face-to-face interaction and a lack of structure, it can be difficult to provide the support and guidance that junior and intern team members need to be successful. However, with the right approach, it's possible to effectively #lead and support junior and intern team members in a remote work setup.
1x1s: Regular 1x1s (one-on-one meetings) are essential for #managers and team leads to connect with their junior and intern team members in a remote work setup. These meetings allow you to understand your team members' challenges and provide support and guidance. It's essential to set clear goals during these meetings, provide #feedback, and discuss any issues that might impact their work. Regular 1x1s help build trust and ensure your team members feel supported.
Listening: One of the critical components of effective leadership is listening. In a remote work setup, it's crucial for managers and team leads to be available and approachable to their team members. Encourage team members to reach out to you when they need support, and make it a priority to listen to their concerns. Actively listen to their feedback and suggestions, and acknowledge their contributions. This helps to build trust and creates a positive work environment.
By actively listening to your junior and intern team members, you can gain valuable insights into their work, understand their challenges, and provide support and guidance. Regular check-ins and one-on-one meetings provide opportunities for you to listen to your team members and build trust. When team members feel heard and valued, they are more likely to feel engaged and motivated, leading to better outcomes for the team.
Transformational and Situational Leadership: Transformational leadership inspires and motivates team members to achieve their full potential. In a remote work setup, it's crucial to communicate the company's mission and goals clearly and consistently to ensure that your team members are aligned and motivated. This leadership type helps create a sense of purpose and direction for your team.
Situational leadership involves adapting your leadership style based on the situation and the individual's needs. In remote work, it's essential to be flexible and responsive to the changing needs of your team. Some team members may require more structure and support, while others may thrive with more autonomy. Adaptability allows you to lead and support your team in remote work setups effectively.
Adapting Communication and Frequency Touch Points in #situationalleadership. Situational leadership requires managers, and team leads to adjust their communication and frequency of touchpoints based on the individual needs of their team members. For example, some team members may require more structure and support, while others may thrive with more autonomy. In remote work, it's vital to be flexible and responsive to these changing needs. Regular check-ins and one-on-one meetings can be used to provide structure and support while still allowing for autonomy. Additionally, communication should be clear, concise, and tailored to the individual. This helps to build trust, create a positive work environment, and ensure that your team members have what they need to be successful in a remote work setup.
Different #intern situations require distinct approaches to best support each individual's needs and work styles. For instance, one intern may prefer daily check-ins for 15 minutes, while another may prefer two scheduled check-ins per week, with daily exchanges and thoughts shared on Slack. The core is to agree on what works best for each intern, balancing providing guidance and support without micromanaging and treating each intern with the personalized attention they deserve, in line with the principles of situational leadership.
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In conclusion, leading junior and intern team members in a remote work setup requires a combination of regular check-ins, active listening, and a leadership style that is both transformational and situational. By focusing on these three key elements, managers and team leads can effectively support and engage their junior and intern team members, build trust, and ensure their success in a remote work setup.
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