5 important tips for those managing remote teams for the first time
In modern business, especially in the midst of a coronavirus pandemic, managing employees who do not work in the same place is increasingly becoming the rule rather than the exception.

1. Daily communication

Communication with a remote team is vital. Greet each remote employee every day just to ask how they work and how they are progressing with task execution. Messengers, audio or video chat – whatever you choose. This will help them stay focused and feel part of your team.

2. Regularly inform remote team members

Forming meaningful connections helps motivate and encourage remote employees. Help them learn new things and at the same time develop your relationship by sharing industry news that might be relevant to their development. While they can do this without your help, they will appreciate that you share the news with them and that you have dedicated your time to developing a business relationship.

Remote team member

3. Be transparent

Regular, formal communication in the form of meetings and synchronization will help you control the project and complete tasks before all deadlines are met. Organize regular video communication with the remote team to help manage projects, share feedback, answer questions, and have an open and honest approach to sharing company news in a transparent way.

4. Organize online educations

Try to organize some form of education at least once a month. Share your knowledge and insights with the team or ask a team member to make a presentation on a current topic. Each professional has their own personal experience, so everyone has the opportunity to learn from colleagues and grow professionally together.

5. Summarize the results

Organize a meeting to discuss the results of the month in groups, ask for the opinion of each member of the remote team what they think they could have done better, to get information for future improvements. At the end of the meeting, coordinate the goals and tasks for the next month based on the discussion. Organize one-on-one interviews, share detailed feedback on each employee’s work, and communicate expectations for the future.

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Measuring employee engagement is only the first step. What you do after the measurement is equally important.
Sandra Jovović, Regional Director for the Rijeka region at Generali osiguranje, knows how to motivate different personalities within the team, remaining consistent with the company's goals and values.