Remote working is now a part of most workplaces in one form or another, whether working with colleagues in distant offices or working in an organization that encourages flexibility in working from home. But without the right process and leadership in place, remote colleagues often feel disconnected from the team and reduce their contribution. Here are five tips for managing these challenges to ensure that you do not lose the value remote members could have brought to the table.
Unfortunately, assigning a group of high-performing individuals to work together does not instantly transform them into a high-performing team. Communication is the key to making a team more than the sum of its parts, yet managers often complain that their team members fail to communicate effectively, both with each other and the team leader. This breakdown weakens team morale, but more importantly, it reduces the team's quality and efficiency, meaning more missed targets and more late nights at the office. Here's a tip: use the Myers-Briggs Type Indicator (MBTI) to improve communication rapidly in any team.
In a meeting with a manager, particularly a one-on-one meeting, most employees defer to the manager to start and guide the discussion. This deference is an understandable result of the office hierarchy, where employees generally expect to be given orders and managers generally expect to in command. But top employees know perfectly well how to flip these roles and turn every meeting into an opportunity to manage the manager, or “manage up,” which can dramatically improve their standing in the manager’s eyes. […]
In client services, most people working one-on-one tend to sit right across from each other. The theory is that when meeting with someone important, confidence comes from looking someone in the eye, which can only happen when two people face each other. That, combined with the common television image of a manager speaking to an underling from behind an intimidating desk, make most people forget that there are other–and better–options for building rapport. […]
Feeling under-appreciated at work is a recipe for dissatisfaction, and feelings of frustration with fellow team members can slowly escalate into a toxic work atmosphere. But as Janet Choi explains, the human brain is actually programmed to overestimate our personal contribution. This phenomenon is based on a psychological tendency known as “availability bias,” and by properly understanding it, good managers can help teams avoid this under-appreciation trap and work better together. […]
Parent coach Shelly Phillips highlights six great communication tips for getting children to cooperate in a recent article. After reading the list, it became clear that with a few tweaks, the list is also a great source of communication tips for managing adults, as the psychology underlying the tips tends to hold true at all ages. […]
We all find ourselves in over our head from time to time. It may happen in a meeting with superiors or in an argument with a more knowledgeable opponent, but when it does happen, our shortcomings can become exposed, and as our confidence breaks down, we fall into a downward spiral. Avoid this outcome by speaking more slowly than everyone else in the room. You’ll be surprised at how often that turns the tables. […]
For many people, giving negative feedback to a coworker is even more challenging than receiving it. The most common approach is simply to abstain, avoiding the awkwardness of any confrontation and bottling up the frustration. The result? In the peak moment of stress, the straw will come that breaks the camel’s back, and the criticism comes out so harshly it does far more harm than good. With a bit of nuance, however, you can avoid the most common pitfalls. […]