To be a successful leader, it is important to help your employees grow. Given that COVID-19 and so many people who work from home are currently going on with everything in the world, it is even more important to practice your remote management skills.
Regardless of whether it is new hires or a team you have led for a long time, your team is the future of your company. It is therefore important to continue empowering them to be successful in both their role and in your company. Not everyone intuitively understands how to lead. And having to do these things while your employees are working remotely can be even more difficult. Here are some common mistakes even the well-intentioned leader can make and what you should avoid in your own leadership role.
Remote micromanagement. Too many executives say they have to do it themselves to do something well. Although it is sometimes true that you do it yourself, this attitude does not benefit your employees or your department in the long run. While the idea of letting your employees do their job with much less supervision than usual when they work remotely, if you keep writing them on Slack, reviewing and repeating their work, this suppresses their enthusiasm, creativity, and ability to learn independent and as a result, everyone feels stressed and does not grow in their role. The current situation is as stressful as it is.
What to do instead?: Trust your employees. Do your best to relieve the stress Of your employees instead of completing them. Take time to explain what you need and what you expect from them before you give them an order. Then let them approach the project in a way that makes sense to them. As long as you achieve the desired result, everything is fine. There are many ways to do the same, and none of them are wrong.
Resist the urge to check in and sometimes let them make their own mistakes. Only review your work when you really need it or at the end of the project before handing it over to the customer.
Be mechanical. It is important to stay on the right track with projects and goals. However, it is also important to know that many of your employees are currently working from home and have children. Therefore, their schedule is not as structured as in the office. They also have to feel comfortable and part of a team, even if they work remotely. If your employees feel like they’re just there to push paper, they won’t last long because they don’t feel valued and committed.
What to do instead?: While every company and industry has its own culture, ask yourself if you are helping to cultivate the culture you want to create. One where your Coworkers You can exchange ideas, laugh, be challenged and feel valued. If you think adjustments should be made to have a more open office culture, think of one thing you can do this week so your employees feel valued. Schedule meetings on Zoom or other platforms with your teams and team leaders to offer your support and discuss ideas or concerns.
Not mentoring. You do not have to be an official mentor to assist your employees as a mentor. The definition of a mentor is someone who advises and trains. A successful leader should do both. Encourage your employees to look for mentors outside of your company. However, keep in mind that in order to be a solid leader, you not only need to assign this approach, but also assign tasks or manage your projects.
What to do instead?: Give your employees consistent, specific feedback. Let them know what they are doing well and what needs to be improved. Help them see how to get their work done more efficiently as they get used to working remotely. Work with them to find solutions by asking questions. Find out what motivates them and what their strengths are and use them to be the most productive. It may take a little longer, but it will pay off in the long run.
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