SETTING GOALS / 13
Set goals with specific parameters—
who, what, where, when, and why.
Record everything in an online tool
(such as Workday) that allows team
members to access relevant
information wherever they are.
Make your goals measurable by
linking them to a quantity—number
of sales, for example. With remote
teams, think about breaking down
goals into smaller ones to minimize
the risk of slipping o schedule.
Goals should challenge, but never set
up people to fail. Does the person in
question have all the resources they
need to achieve this goal remotely?
Add extra contingency time for each
one, just in case.
From a distance, people can lose a
sense of where their work fits into the
wider business. Align every goal with
the strategic goals of the organization,
showing each person how their job is
relevant to the company as a whole.
Deadlines are not only motivating, but
rewarding once you meet them. Set
a firm end date and book in regular
checkpoints. Avoid open time frames,
especially for sta new to working
remotely and dealing with lots of change.
KEEPING FOCUSED
Loss of focus happens
wherever you’re working, and
always results in decreased
productivity. When managing
sta remotely, you need to
strike a balance between giving
people space to perform tasks
in peace, while also ensuring
work is completed as required.
•
Use meetings eciently—
plan them well, get to the
point, and make sure
everyone has time to
complete any related tasks.
•
Encourage sta to check
emails regularly, but not
obsessively—turning o
notifications for an hour
can boost concentration.
•
Keep your written
communications clear and to
the point, helping others to
focus on the task in hand.
Monitoring progress
Report back frequently on your progress
to your own manager, highlighting any
problems you’re facing as soon as they
arise. Book one-on-one catch-ups with
those who report directly to you to
review goal progress, and be ready
to adapt if you need to.
Staying positive
Working remotely might leave you
feeling that your eorts are going
unnoticed, and it’s the same for your
sta. Maintain good contact with your
team, taking time to celebrate individual
and group successes. This could be via
a quick wrap-up video call to share
positive feedback on achieved goals, or
a reward system (vouchers or a bottle of
wine, for instance). Recognizing people’s
eorts inspires goodwill, improves how
people view your management skills,
and helps employees working apart
from colleagues feel less isolated.
In focus
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