3 Ways to Inspire and Lead Your Employees During COVID-19
The number of people who work from home has increased by 140% since 2005, according to Global Workplace Analytics. Since COVID-19 has turned everything upside down, that number has skyrocketed as companies adapt to Stay at Home orders and contact restrictions. Many workers are embracing this chance to continue working from the comfort of their own homes.
Still, suddenly having to transition to remote work is a process, especially for managers and supervisors. Effectively leading a team from afar is a challenge that many professionals in leadership roles have had to embrace over the past month. On top of that, the threat of impending layoffs and furloughs make it difficult to provide employees with the peace of mind that their jobs are secure.
It is your job to lead your team through any obstacle. Who knew you’d be up against something this intense? Still, there are ways to navigate the reality we’re facing and inspire your team to do their best work, even during a global pandemic. Here are three ways you can make the most out of this challenging situation:
#1 - Find Out What Makes Each Team Member Feel Supported
Part of being a great manager is finding out which management style helps each of your team members thrive. Remote work can make people feel a bit isolated, so knowing that they’re supported by their manager is of utmost importance. This article from Hubspot does a good job of outlining the eight most common management styles in case you need a refresher.
Schedule a one on one meeting with each team member and ask them questions about what they need from you in order to do their best work. Come up with a plan of action that is convenient for everyone, which might include regular check-ins, increased feedback, virtual team meetings, more innovative ways of tracking progress, and extra clear boundaries and expectations.
#2 - Resist the Urge to Micromanage
For managers who have never had to lead a remote team, there is a temptation to make sure every minute is accounted for. There might also be pressure coming down from the executive team to account for the department’s time and output. Still, resist the urge to micromanage your team. It quickly turns into a time suck for you, it negatively impacts morale, and reports are showing that it isn’t even necessary.
Studies have indicated that remote employees work an average of 1.4 more days per month (16.8 more days every year) than in-office employees. It will be interesting to see how many companies embrace this unexpected benefit of remote work and continue to offer it as an option even after the pandemic threat has subsided.
#3 - Respect Their Boundaries
According to Buffer’s State of Remote Work report in 2019, the biggest obstacle remote workers struggle with is unplugging after the work day is over. It’s easy to continue to check emails or handle that urgent task well into the evening, especially since their work station is within eyeshot of their couch. This blurred line between home and work can create a morale problem… fast.
Encourage your team to set strict boundaries for when their work day begins and ends and do everything you can to respect those boundaries. If something urgent comes up, make sure to show your appreciation for their willingness to be flexible. Encourage them to take time for themselves, and ask more questions about what they’re working on outside of work. The more encouragement you give them when they practice great work life balance, the easier it will be for them to establish that line themselves.
Keep your eyes on our blog for future posts on navigating the challenges COVID-19 is placing upon us and if you have a topic you’d like us to cover, be sure to drop it in the comments section below!