July 31, 2020
By: Ellie Watson
In early March, when COVID-19 forced millions out of their offices and into their homes, transitioning to remote work proved easier for some more than others. Many leaders were challenged by a lack of home-work boundaries, while others struggled to hire and onboard new employees.
Here at Halo, we quickly pivoted in response to the challenge. When New York started shutting down, Halo had just started our Spring Cohort and kicked off an accelerator course with NYU’s Sports Management program, which required us to convert all programming to virtual with very little notice. But as spring turned into summer, it became clear that as leaders, we needed to not only embrace the virtual world, but also ensure we’re implementing strategies that allow our remote teams to thrive moving forward.
So by the time we kicked off our summer intern season in early June, we were more ready than ever to virtually onboard four new Halo team members. We’re proud to say that the team, which spans from California to New Jersey, has been working “together” seamlessly in a virtual setting for almost two months.
Moving forward, with more companies announcing permanent work from home policies, this begs the question: how can leaders develop and empower engaged, productive teams -- remotely?
With experiences from one successful virtual cohort, a university course this spring, as well as a virtual summer intern program, Halo co-founder Nora Peterson has become well-versed in how to successfully manage virtual teams. Nora was recently asked to speak on this topic in a webinar facilitated by the Polsky Center for Entrepreneurship and Innovation. Below, we’ve captured a few of Nora’s key takeaways.
Manage Performance, Not Presence
While a rigid 9-5 work schedule was expected of office employees in the past, working remotely provides the opportunity to shift away from that schedule. Allowing your team more flexibility can actually increase productivity. At home, employees can more freely take breaks to recharge and reset, identifying how and when they are most efficient. Because of this, leaders should avoid micromanaging — remote workers expect trust in this new environment. Instead, Nora encourages leaders to communicate expectations clearly through weekly check-ins, which is particularly important if you’re onboarding new employees.
When in Doubt, Don’t Be Afraid to Over Communicate
Although working from home gives us the luxury of staying in pajamas all day, it doesn’t allow for the face-to-face interaction and communication style that typically occur in an office setting. Nora’s advice? Don’t be afraid to over communicate. This can be done through morning check-ins, weekly meetings and one-on-one touch bases. Keep in mind that projects may take longer to complete in a remote setting. As a leader, manage expectations by practicing patience, and anticipating more time spent communicating with team members. It’s more important than ever to ensure that you’re clearly communicating your objectives, expected results and deadlines.
Recruiting Tips
Hiring someone without ever meeting in person may seem strange, but with the right strategy, you can still attract the best candidates. To craft a compelling remote job description, it’s critical to highlight your company’s mission. This is particularly important if you’re hoping to attract Gen-Z/Millennial employees, as they’re more likely to seek out purpose-driven companies - regardless of whether the position is remote. When interviewing, don’t forget to ask specific questions that gauge whether the candidate is proactive/a self-starter, which are important indicators of an effective remote employee. Nora also emphasizes the importance of highlighting how your company has specifically adapted to remote work, and your commitment to keeping teams safe in your post-COVID plans.
Keep Your Team Motivated
Keeping your team motivated is vital during this time, but it’s easier said than done. With so much uncertainty, recognize that your team’s fears may be elevated and they may feel less inclined to speak out. As a leader, Nora highlights the importance of always assuming positive intent, given that many things can be lost in translation when communicating virtually. Additionally, without the in-person “human touch,” keep in mind that feedback can appear direct and harsh. Nora advises that leaders practice authenticity and get personal -- for example, share your own story around feedback or a failure, which helps you connect with your team member and showcases empathy. In addition to regular feedback, it’s important to continue to celebrate team wins. Share achievements through virtual town hall meetings or posting in a Slack or other remote work channel-- a little compliment can go a long way in boosting morale.
Nurture a Positive Culture
Lastly, it’s more important than ever for leaders to nurture company culture. Create regular opportunities to foster connection, which is critical to maintaining a positive virtual working environment. Nora’s tip? Engage, engage, engage — use video calls whenever possible and don’t be afraid to share about your life outside work (within reason). Host virtual happy hours, but avoid the common pitfall of talking only about projects, clients, etc. To genuinely develop your relationships, keep it casual - ask about interest or hobbies outside of work, and you’re sure to find common ground.
Resources and Recommendations
In addition to Nora’s tips, there are several other resources to level up as a leader in this virtual world. Some of Nora’s favorite books and thought leaders are below.
“Year Without Pants” by Scott Berkun
“Rework” by Jason Fried and David Heinemeier Hansson
“Give and Take” by Adam Grant
“Insight” by Tasha Eurich
“Radical Candor” by Kim Scott
“Thanks for the Feedback: The Science and Art of Receiving Feedback Well” by Douglas Stone
Follow on Twitter:
@photomatt -- Matt Mullenwegg, founder of WordPress
@sarawsutton -- Sara Sutton, CEO of Flexjobs
@jasonfriend -- Jason Fried, CEO of Basecamp
The rapid shift to remote work has surfaced a myriad of challenges over the past few months. However, as leaders, it’s also provided an opportunity to experiment with new management strategies and build even more productive, engaged teams. By being intentional with our approach in this new environment, we can ensure we’re nurturing productive, engaged employees moving forward -- no matter where we are.