As we covered last month some things will be changing permanently. That means managers will need to develop new skill sets. One of those is managing a remote staff. There has been a reluctance to let people work remotely because of a perceived loss of control. But that is all behind us now. Are your remote staffing teams out of control? Will employees balk at end to remote work? See four other great articles as well.
Best,
Excerpt from above article:
Building and leading high-performing remote teams is a new art. Most managers were caught off guard when suddenly their office was evacuated and they were forced to manage their teams remotely. Worse, team performance needed to be at its peak in order to deal with one of the worst times to manage and sell in staffing history. Dealing with a recession had been done before but dealing with a virus had not been done since 1969 when few of us were in the workforce.
Everyone knows that weak management means poor team performance. Any contemporary manager knows that it’s not about counting hours worked but about results. How can a team continue to produce expected results without the personal interaction that most teams are accustomed to? What happens if employees balk at end to remote work?
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