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8 Tips for Managing Teams Remotely

If someone told you in 2019 that two years from now most of the world will be working remotely, you would have had your reservations. Managers would automatically assume that it could not work, because how would you ensure your team does what is expected of them; how would you motivate your team if you are not in the same room together? On the other hand, some people would have had concerns about time management at home or the availability of technical resources. Well, suddenly overnight, we were thrown into the deep end without being prepared and now, here we are, working as remote teams and we must simply make it work.

Remember that the strength of your entire team lays in the strength of each individual member. Although managing your remote team will require change and getting some used to, if you apply these few tips you will get your team members to excel.

Stop being available all the time – Stop saying yes to everything. 

The boundaries between work and personal lives are getting blurrier every day, especially with Covid-19. This is mainly because most people are working remotely; working countless hours because of a fear of job loss and being perceived as an underperformer; as well as being expected to do more work because of retrenchments and smaller teams. 

I realised a long time ago that saying yes to everything or being available all the time, is a recipe for disaster and potential burnout. You are only one person and doing things just because you don’t want to hurt someone’s feelings or because you are afraid, are not enough reasons for you to take on more than you can handle and overload yourself. You need to bring things back to a balance. Do yourself a favour and stop saying yes and being available for everything all the time. There comes a time when enough is enough. There comes a time when you must draw the line.

Each time a new generation enters the job market, the previous generations question their ability, their behaviours, their methods, the technology they use, and their culture. Employers and managers should know what to expect by getting themselves ready to welcome the new generation called Gen Z (born between 1997-2012) into the workplace, in order to understand and manage their various traits to better integrate them with the rest of the workforce and ultimately enhance the company’s success. 

The eldest of the GenZ’s are around 20-24 and are now entering the labour market. Although this generation shares many of the Millennial traits, they bring unique characteristics and behaviours to the workplace. This group was born in an era of rapid developments, quick evolving technologies, and out-of-the-box innovations. Generation Z will change the workplace. 

7 Ways to get the workplace ready for GenZ’s arrival:

  1. Develop and provide opportunities for career growth. These youngsters want to feel like they have a connection with you as the employer. They want to feel like you care about them and have a vested interest in them. Show them you are committed to their professional growth by developing their skills and providing learning opportunities. The more you teach them, the more you build their loyalty lessening the chances of them job-hopping. 
  2. Build on their Entrepreneurial spirit. A strong characteristic of GenZ youngsters is their need for independence. They want to be judged on their own work rather than that of their teams. They are easier risk-takers than Millennials. Allow for room to tackle projects that they have a passion for. Allow them to take ownership of their own work. If they fail, they will probably see it as a chance to innovate and learn. 
  3. Get Tech Ready. Update your technology. Remember, you are preparing for a generation born into a technologically advanced era. They don’t know a world without internet, Google, Social Media and instant gratification. They will expect that you give them the tools and resources instantly to excel in their jobs. 
  4. Create a competitive work environment. It is important to note that the majority of your workforce still comprises of Millennials, who enjoy collaborative teamwork. You must, however, find a way to make room for the GenZ youngsters as they are independent and extremely competitive by nature. To get them working together and collaborating, try to create internal competitions by use of gamification tech software.
  5. Manage their stress levels. Generation Z are more likely to experience anxiety and stress given the fast-paced times we live in. You as the employer can offer a work-life-balance solution. Provide more flexibility, wellness programmes, regular and longer breaks, more vacation time etc. 
  6. Give proper and regular feedback. Although Generation Z do not want to be micro-managed, they want to know that what they do matters in the bigger picture. They are not only there for a pay-check at the end of the month. They want to know that they are making a difference. It is important that managers do regular check-ins and guide them. Provide them with mentorship and constantly coach them. Regular feedback will help keep them on track and focused. 
  7. Be a transparent company. The new generation Z that will enter the workplace will expect even more from their employers. They do not only expect their employer to provide proper benefits and further their skills but also expect transparency from their employers mainly because they grew up surrounded by fake news, corruption, the negativity of social media etc. They want their employers to be honest and authentic. They do not want to be taken advantage of.  

Generation Z will revolutionise the workplace and the best way employers can prepare for their arrival is by knowing what to expect and by understanding these youngsters. They bring with them a clear-cut twist to the current work environment. The focus should be to get all the generations to collaborate and encourage positive relationships among all workers. 

 The Mindspa Institute offers a workshop called The XYZ Generation – our new employees, our new customers. This workshop will help employees and managers alike understand how to join forces to make the workplace of the 21st Century function at an optimal level favourable to all parties involved.

11 Reasons why Upskilling Business Writing is Important.

American Technology Executive and former CEO of National Semiconductor and Apple Computer, Gil Amelio said: “Developing excellent COMMUNICATION skills is absolutely essential to effective leadership. The leader must be able to share knowledge and ideas to transmit a sense of urgency and enthusiasm to others. If a leader can't get a message across clearly and motivate others to act on it, then having a message doesn't even matter.” 

A quick guide to identifying and solving micromanagement.

Management specialists say that micromanagement is a sign of weak managerial skills. Whether it is true or not, our years of experience in upskilling managers indicates that most employees who step into a new managerial role suddenly micromanage their teams. Not only can it have a negative impact on business, but nobody wants to be a micromanager or work under one. This article will explore what micromanagement is, why it happens, what the dangers are and what you as a manager can do to avoid micromanaging your own subordinates. 

Over the years, several clever businesspeople developed quite a few strategies, tactics, methodologies, models etc... on how to do business successfully. Having said that, have you heard of Virtual Design Thinking? Although it is undoubtedly a strong strategic tool to use within your business, many executives still wonder if it is worth the effort? We believe it is and the research proves it.

Oscar Wilde said: “Experience is the hardest kind of teacher. It gives you the test first and the lesson afterwards.” While nothing truly teaches you like, real-life happenings of your own, hopefully through my experiences, I can at least prepare you for some unexpected turns on the emotional rollercoaster that is Entrepreneurship.

A large portion of a person’s workday consists of responding to and sending business emails. This method is the main communication tool, even more so when working remotely. The traditional ways of communicating have been limited by the pandemic; however, technology has made it quicker and more convenient to converse via electronic mail. Another benefit emails offer is its record-keeping ability of all conversations, approval of decisions, as well as the effortless access to documents and images previously sent.

5 Ways to rebuild your business by investing in your employee’s skills development:

Globally, businesses are trying to recover from the havoc brought on by this pandemic. It is an ongoing process in which Human Resources features as a key department. The HR department has the power to restore a company to become a growing business once again, through transforming and rebuilding their employees.

In a world where you can be anything…be kind – Human Relations should be as important in your business as chasing profits.

Kindness is a very underrated leadership quality. I realised early on in my career, that people are extremely hard to manage when they are constantly faced with emotional and verbal attacks. This makes it impossible to work together as a team. Whether you agree or not, various workplace scenarios and research indicate that a lot more can be achieved when people are treated with kindness and calmness rather than with anger, irritation, conflict, and force. Especially when managing the human relations aspect within your business.

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