IPM’s President & COO Rich Adams weighs in on mistakes leaders make when running remote teams in this Forbes article.
Running a remote team comes with many benefits but also several challenges. When leaders are tasked with running a remote team, many tend to approach it similarly to running an in-person department, failing to realize that their management style needs to adapt.
The volume of remote workers that businesses hire isn’t being reduced any time soon, so managers need to learn how to adjust to a changing workplace effectively.
Managing remote teams does need some of the same personality traits and skills as running in-person groups. However, how the manager applies those skills to their new organization is massively different. Below, 15 members of Forbes Business Council explore the most common mistakes that managers make when trying to apply their in-office management skills to remote teams.
Check out the full article here.
Remote management used to focus on business topics and processes—employees fulfilled social needs outside team meetings. With the pandemic, social interaction changed as we went entirely virtual. Leaders should show empathy and grace by getting to know their employees, enabling social time, being less formal and fostering deeper engagement. Holding onto pre-pandemic management methods could result in poor employee engagement and business results. - Richard Adams, Integrated Prescription Management