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How to Set Up Remote Managers for Success

September 16, 2021

Although some companies are pushing to resume previous ways of work, many organizations are reconsidering the necessity of onsite working. Some estimates suggest that by 2025, 70% of work will be completed remotely for at least five days a month. Given today’s workforce trends, the majority of employees and managers in many different industries and roles will likely need to adopt either a hybrid or fully remote style of working over the next few years.

Although working remotely offers plenty of benefits, it does require a certain skillset. For example, remote or hybrid employees must hold themselves accountable and be willing to learn new things independently. Their managers must set a positive example and provide the support and resources their employees need to be successful. In order to do that, the organization must learn how to set up their remote managers for success as well. How to Set Up Remote Managers for Success

With the traditional style of work changing at a rapid pace, organizations will need to focus on a particular area of skills for current and future managers if they want to sustain a productive and engaged fully remote or hybrid workforce. These skills are highlighted below along with a few questions your organization will want to consider for the long-term success of managers in remote/hybrid working environments.

1. Handling and responding to change and challenges

  • Are we properly analyzing and understanding workplace problems and resolving them?
  • Do employees have the resources and learning opportunities they need/desire?
  • Are resilient behaviors being displayed and modeled during times of high stress?

2. Driving action and ensuring accountability

  • Are goals and initiatives clear and transparent to our employees?
  • Is internal motivation high enough to overcome the lack of structure in our now remote/dispersed work environment?
  • Is responsibility being taken for self and team performance?

3. Building relationships and connecting with others

  • Are we helping employees identify areas of growth and build their capacity?
  • Are trust and respect being built between employees and their managers?
  • Have opportunities for regular communication and feedback been created?

Equipping your remote managers with all of the necessary tools is going to become increasingly more important. Use these questions to take a preliminary assessment of where any gaps may exist that could be holding these leaders back from reaching their highest potential. Their success will have a direct impact on the employees who are under their direction. This trickle-down effect will make the upfront investment that much more critical.

To help managers hone their skills for leading remotely, PSI has developed an innovative platform called the AIM Learning System. It collects information related to the areas above and uses it to create individualized growth plans for your remote managers. Your managers’ time is especially valuable in today’s environment, and our AIM Learning System is composed of bite-sized, virtual micro-learnings to make it manageable for even the busiest of schedules.

Lindsey Burke Lindsey Burke is a Senior Consultant based in the Pittsburgh office of PSI. She is largely responsible for client support and managing clients in industries including manufacturing, sales, and healthcare. Lindsey completed her M.A. in Industrial and Organizational Psychology from Xavier University and earned a B.A. and B.S. in Psychology from Kent State University.