Wie können Sie Remote- und Hybrid-Teams führen?

Part of your goals should include the connection of the teams locally and abroad. I had been tasked to build offshore teams, and it surprised me that other leaders barely knew their offshore teams so the holidays were unknown, the personal details a mystery. Support the vision that all team members must feel comfortable and trust each other, regardless of their distance. Personal connection is key. Get to know your teams and allow them spaces (online) where they can connect and build the same sort of trust they could over a real coffee in an office. Business goals must start with people goals.

One of the first things to understand about leading and managing remote and hybrid teams is to not treat, or attempt to treat remote team members as if they are working in the office, because they're not. Most people who prefer and opt to work remotely do so because they have unique needs in life and that's what leaders need to remember. So many organizations treat their remote workers as secondary and as a burden. That's a mistake. That said, a team still needs to function as a team, so setting up intentional spaces for team members to connect, collaborate and getting support from management in a way that's inclusive and easy to access and use. Bottom line: bring people together, don't create separateness based on location.

Communication is paramount in remote and hybrid setups. Ensure that you have transparent channels for communication, including video conferencing, messaging apps, and regular team meetings. Convey expectations, goals, and tasks to avoid misunderstandings. Utilize technology tools that enable smooth collaboration, such as project management software, video conferencing platforms, and cloud-based document sharing. Make sure team members are comfortable using these tools and have access to necessary resources.

As a leader of remote or hybrid teams, effective communication is paramount. Here's what to consider: Clarity: Clearly articulate goals, expectations, and responsibilities. Consistency: Regular check-ins and updates prevent misunderstandings. Accessibility: Ensure all team members have access to the necessary tools and technology to engage fully. Feedback Loops: Create opportunities for team members to ask questions, share concerns, and provide feedback. Inclusivity: Recognize time zones, cultural norms, and holidays. Visual Aids: Use charts, diagrams, or slides to provide visual context, which can make complex topics easier to understand. Empathy: Recognize and address individual needs and challenges.

Remote work leads to an increase in asynchronous work, which lowers engagement. Leaders need to be deliberate in creating organic interactions with their team members who are not in the same location as they are. These should mimic the types of unplanned conversations that you might have if you bumped into each other in the office, however they need to respect the virtual boundaries and system limitations that people are accustomed to. Remote work mostly eliminates serendipitous interactions, so you have to purposefully create them. The purpose of these is to grow connection, hear about personal stories, get unfiltered feedback, and to be accessible.

As a leader of remote or hybrid teams, it's crucial to prioritize building trust and rapport. This begins with open communication; fostering an environment where team members feel comfortable engaging in honest dialogue is foundational. Actively listening to their concerns and addressing them in a timely manner also solidifies this trust. Making sure you're available consistently for support and regular check-ins will also help to build trust when managing remote team members. Finally, prioritize time to recognize achievements and offer constructive feedback regularly in order to set and reenforce standards for your team.

Build trust within the team by setting clear expectations and giving team members autonomy to complete tasks. Trust promotes a positive work environment and encourages accountability. Set clear goals and expectations for individual team members and the entire team. Regularly track performance and provide constructive feedback to help team members improve and grow.

Leading remote or hybrid teams requires a nuanced approach to fostering collaboration and innovation. An effective leader will prioritize open communication, and ensure that team members have the tools and platforms necessary to interact seamlessly. By creating an environment that celebrates diverse viewpoints and encourages brainstorming, leaders can spur innovation. It can also be helpful to hold regular innovation generation or brainstorming sessions to encourage team members to think outside of the box. By recognizing their ideas and creative efforts, you can increase their willingness to take risks and expand their thinking.

Acknowledge that remote and hybrid work can come with various challenges. Be open to flexible work arrangements and adapt to changing circumstances. Provide support and resources to help team members overcome obstacles. Recognize and celebrate achievements, milestones, and efforts of remote team members. Regularly provide performance feedback and acknowledge each team member's unique contributions.

Schedule regular one-on-one check-ins with team members to discuss progress, challenges, and individual goals. These meetings provide a platform for personal connection and addressing concerns. Create an inclusive environment where all team members feel valued and heard, regardless of location. Make an effort to involve remote members in discussions, decisions, and team-building activities.

Mitigating your own cognitive biases and developing your skills are crucial to leading well in a remote and hybrid environment. On more than a handful of occasions, the diagnosis for a poor performing remote/hybrid team is a leader holding tightly to the persistent belief the setup is second-class. Fail to address that, and you will be fundamentally unable to overcome many of the hurdles that hold back high-performing remote/hybrid teams. This mindset also contributes to a lack of skill development since there’s a lingering belief that all problems would be solved if the situation were different. In reality, proximity tends to mask skill gaps that, addressed, would benefit any team, regardless of setup.

Organize virtual team-building activities and social interactions to strengthen team cohesion and camaraderie. These activities foster a sense of belonging and teamwork. Support the professional growth of remote and hybrid team members by providing opportunities for skill development, training, and career advancement.

Make time for social hangouts, both in-person and virtual. It is important to invest in strong relationships across your team, especially when your team may not see each other in person all that often