In this article, we will share the best paths and good market practices for creating processes that sustain trust and mutual respect between leaders and subordinates, in addition to the motivation to achieve high performance.
The current context: remote work and its challenges
With the rise of remote work, driven by the COVID-19 pandemic, new challenges have emerged for team management .
Research shows that 85% of leaders do not fully trust taiwan email list their employees' performance in this model , while 2 in 5 remote workers consider changing jobs if work returns to being in person.
How to ensure high performance in remote work?
The answer to this question will involve adopting practices and strategies that promote trust, mutual respect and motivation.
A study conducted by sales professor, writer and Harvard Business Review columnist Steve W. Martin identified 15 significant differences between high-performing sales companies and the rest, highlighting five of them:
1. They evaluate your sales organization much better
Professionals from high-performance companies rated their companies' sales process as “excellent” twice as often as professionals from other companies did the same.
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2. They have a more structured sales process
Half of the professionals at high-performing companies confirmed that they have a closely monitored, rigid or automated sales process . At low-performing companies, this was the case only 28% of the time.
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3. They hold the team more accountable for results
At your company, are salespeople consistently measured against their goals and held accountable for their results? Twenty-nine percent of salespeople at high-performing companies strongly agreed with this statement, compared with 13 percent at low-performing companies.
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4. They are not afraid to increase their goals year after year.
In high-performance companies, targets were raised in more than 80% of cases. In low-performance companies, targets were raised in less than 40% of cases.
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5. They fire low-performing salespeople faster
Low-performing salespeople were fired in the first quarter: this is what 18% of professionals from high-performing companies said. In medium and low-performing companies, only 2% and 5% respectively made the same statement.
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This study proves what good managers already know intuitively: the best companies have leaders who closely monitor team performance and establish processes that everyone follows.
Practical strategies for managing a remote team
There are some practices that can improve the management of a remote team:
Maintain effective communication
It is essential to ensure that everyone is aligned with goals and expectations.
Set clear goals
Setting clear, achievable goals helps keep your team focused and motivated.
Encourage constructive feedback
Providing regular feedback helps identify areas for improvement and recognize achievements.
Preserve flexibility and empathy
Be flexible with employees' schedules and personal circumstances, demonstrating empathy and understanding.
Technological tools for remote management
In addition to the practices mentioned throughout this article, technological tools are emerging as powerful allies for those who need to manage teams remotely. Check out some suggestions below:
Video Conferencing Platforms: For virtual meetings and 1:1 communication.
Project management software: To track the progress of tasks and projects.
Online collaboration tools: To facilitate teamwork and document sharing.