Remote workforces aren’t exactly a new concept. While there’s no question the pandemic changed society’s perspective on it, remote work has been relatively common since the early 2000s. If anything, the pandemic reiterated just how effective and successful a remote workforce can be — if managed properly.
The way a manager goes about this task can have long-term implications on the business and its growth. It comes with a unique set of challenges such as communication barriers, scheduling difficulties and uncertainties around productivity tracking. However, these challenges can quickly turn into learning opportunities, resulting in a workforce that’s connected, engaged and productive.
Below, Built In Colorado chatted with Grace Snow, a regional implementation manager at communications infrastructure company Zayo, to get a quick pulse on how she’s able to successfully manage a remote workforce.
Tell us about the structure of your remote team.
I manage ten team members who are dispersed across five states — New York, Pennsylvania, Oklahoma, Colorado and Virginia. Our team has been operating successfully in this remote model for nearly three years. It's been a good fit for the team because it allows for localized coverage in our focus area of fiber implementation on the east coast with highly-skilled support from Denver and Tulsa. Until recently, I was managing the team from Colorado but have since moved to Washington State. In doing so, I’ve had to slightly adjust my work schedule to accommodate East Coast time zones, but we haven’t missed a beat.
Our team has managed to build some amazing relationships through Zoom interactions despite never having met in person.”
What’s the most important lesson you’ve learned from managing a team that’s remote?
Trust and empower, but provide mechanisms for accountability. Managing with trust, empowerment and appreciation not only helps the team learn and grow as individuals, but in my experience, also creates better outcomes. When managing remote teams, it’s important to create a culture of empowerment in order to gain efficiency, but that empowerment and trust has to be built and it’s a continuous process. Frequent check-ins, honest conversations and management of key performance metrics are all important for building a solid foundation for remote teams.
What advice do you have for managers who are new to leading a remote team?
Build trust as quickly as you can and empower your people according to your assessment of their capabilities, allowing them to test their limits, but with your support and guidance. Use Zoom to establish personalized interactions. For our geographically-diverse team, it has been one of the most important tools to stay in touch and on track. Make team meetings, one-on-ones and responsiveness a consistent priority. Team building events over Zoom, like virtual happy hours, can be a fun way to build trust and establish bonds outside of normal work. Our team has managed to build some amazing relationships through Zoom interactions despite never having met in person.
