The 5 Golden Rules for Effective and Inspiring Remote Management

#1 Set SMART objectives for your remote teams

According to a study by CSP Formation, 72% of managers find it more challenging to manage remote employees, while 63% struggle to monitor and assess their performance.

The best way to define employee productivity is by measuring results. Whether they work 20 or 35 hours, the outcome truly matters. Your role is to set clear, achievable objectives that motivate your team without overwhelming them.

To optimize efficiency, establish SMART (Specific, Measurable, Achievable, Realistic, and Time-bound) goals. These provide a structured framework that is both clear and attainable. Additionally, take the time to understand each employee’s work preferences, motivations, and aspirations and tailor their goals accordingly.

Read also: How to Stop Procrastinating?

#2 Establish structured rituals for effective remote management

Creating daily or weekly rituals helps reinforce company culture and strengthen remote work relationships. Here are some practical approaches:

• Host informal, themed meetings to foster social interaction among team members.

• Implement an intranet platform for employees to share updates on work, vacations, and other relevant topics.

• Organize virtual team-building exercises or in-office seminars to strengthen team cohesion within a professional setting.

Rituals also extend to workflow optimization. For instance, while video calls may be ideal for daily check-ins, instant messaging may be preferable for urgent matters. Managers should set clear guidelines on communication channels and availability to improve efficiency and reduce misunderstandings.

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#3 Foster social connections to maintain strong remote work relationships

When remote working, finding the answer to a question can become an obstacle course. This applies to the tasks and interpersonal difficulties between 'remote colleagues.' Recent studies have shown that a lack of mutual knowledge between colleagues leads to a reduced willingness to give the benefit of the doubt in tense situations.

A simple example: If you know your office colleague is overworked, you’re likely to interpret their abrupt email as a natural response to stress. However, receiving the same email from a remote worker—whose workload is unknown—might make it feel more like a personal attack.

That's why it's essential to talk about your feelings and the difficulties you're experiencing. You should also share moments of conviviality to strengthen the bonds that bind you. To do this, organize special times when your team can bond remotely: offer remote working team games (remote Pictionary, online werewolf, musical quiz, video aperitif, etc.) or celebrate important events (birthdays, anniversaries, departures, etc.).

#4 Schedule regular check-ins for improved remote team management

The surest way to ensure good remote management and social interaction is to devote time to issues that are not directly related to work. Indeed, the best remote managers regularly call their colleagues. Depending on the profile, this can be a series of individual calls or a call with all the team members. One 15-minute point daily is enough to create time for exchange and sharing!

For this method to be successful, the calls must be regular and predictable. They are a sacred moment during which your teams know they can confide in each other and that their questions and concerns will be heard. To maintain the social link when remote working, you need to keep a close eye on the psychological state of your employees.

Read also: Remote working from Abroad: Everything You Need to Know

#5 Congratulate, encourage and support your remote working teams

Finally, encourage and give moral support to the people around you! If a team member struggles to adapt to working remotely, don't hesitate to take time out for them.

💡Optimism is contagious! Research into emotional intelligence claims that employees react to sudden changes or crises according to the signals they perceive from their manager. Communicating the wrong vibes will inevitably have a ‘trickle-down’ effect on the team.

It's your duty to maintain the link with your teams and keep good management at a distance! Thank them, congratulate them on their work, and share positive feedback from customers or managers. With this kind of moral support, employees will be more inclined to face difficulties with determination and motivation.

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