This article comes from Entrepreneur.
If you’re not used to managing a team remotely, you may be tempted to micro-manage your team. You may want to check in more frequently, ask for status updates and hold regular meetings to foster a team environment.
All of this new administration and communication activities may interfere with employees’ productivity and lead to frustration all around. To make remote work more efficient and less aggravating, consider holding only three meetings:
Let’s take a closer look at why you only need these three meetings.
Employees who are not used to remote work may struggle with managing their schedules, and leaders may feel they have no visibility into what’s going on. Many remote work problems can usually be traced back to miscommunication and bad assumptions. Assuming people will answer any message immediately or assuming that working from home is the same as working in the office. (It’s not.)
Companies can avoid these assumptions and their related problems by creating working agreements, so everyone knows what to expect from remote work. These agreements should apply to both employees and leaders, so everyone understands the situation for all, including:
One frustration for remote workers is the constant interruptions of meetings, calls, emails and other communications. People may already find it challenging to work from home without considering the distractions of family and personal life obligations.
Scaling back the number of meetings frees up those who don’t need to be there and helps people plan their work schedules better. They know which meetings are important for them and the team, and which are better served by others.
It gives people better control of their calendars and lets them schedule work blocks and personal blocks of time more efficiently. People can manage their personal lives more easily and without stress, because they know what’s critical and what’s not.
These are extraordinary times, and we’re all dealing with the added stress differently. People want to feel supported by their companies, but not when meetings feel forced or overly scheduled.
In particular, one-on-one meetings might lead to additional stress and anxiety for employees. Some people find them particularly stressful, so while it’s important to maintain the link between employees and managers, it might be wise to consider different ways to do them.
You may be tempted to hold more meetings and check in more frequently with remote workers, but you may be doing more harm than good. Resist the temptation to schedule more meetings with employees and give them more flexibility in their schedules. Try to hold the minimum number of meetings you need to support your employees and make them feel comfortable with remote work.
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