Managing remote teams has become essential for many education businesses. What do we need to remember to get the most productivity, engagement and growth out of remote work?
Remote work is now an everyday reality for many education businesses. What isn’t as common is the ability to manage remote or hybrid workforces with finesse to ensure a business is achieving a combination of growth, productivity and employee engagement over the longer term.
There were many lessons learned about how to manage a successful remote workforce in 2020. With remote work now being weaved into our way of life, these reminders can support education businesses to integrate remote work in a more sustainable way over the longer term.
Reminder 1: Acknowledge this changes everything
The first thing to remember is remote work could change (almost) everything. From the ongoing need for larger or expensive offices (or campuses), to the need to have a local workforce clocked in and accounted for between 9am and 5pm, the ways we’ve undertaken work in the past are all open to question. As a result, they are also open to positive change, experimentation and innovation.
What’s important is transforming the ‘shock’ of 2020’s adjustment into perpetually seeing things differently. What value could hiring someone in another city add, and what sort of qualities do you need in a hybrid workforce? Do you need your existing office or campus, or could it be used more effectively to free up resources? What online models could you consider with a remote team?
Reminder 2: See technology as an ally, not an enemy
There are now a whole universe of technologies designed to support educators with everything from their operations, to delivering learning remotely. While getting across the options can be daunting, the reality is these technologies exist to help businesses overcome real problems and challenges, and the effort to understand, test and implement them can yield large dividends over time.
Educators should investigate solutions across their business, from file management and project management through to team collaboration and employee engagement software. This should include understanding the capabilities of remote workforce-friendly Student Management Systems like JR Plus and blended learning-ready Learning Management Systems like aNewSpring.
Reminder 3: Pursue productivity with purpose
Educators no longer need to fear the precipitous drop-off in productivity that could theoretically have come from remote work. Instead, the experience of many employers during 2020 was that, despite the disruption, productivity has actually been maintained or increased, as workers have established home routines around other commitments to achieve focus and get work done.
In the longer term, what will help is employers continuing to trust employees with their personal productivity, allowing the likes of focus blocks so that workers can push through tasks without interruption. Bringing a workforce together around values and purpose will also ensure a focus on the overall vision, which will flow through into motivation through the everyday ups and downs.
Reminder 4: Commit to communicate and engage
Communication and engagement is more critical than ever to address formally in a remote working world. With less opportunities for casual conversations between managers, staff and other team members, or the ability to be across key business decisions and initiatives, things can fall through the cracks. Fostering regular communication supports productivity, engagement and wellbeing.
Educators should ensure they document everything, consistently, and make it readily available. Bringing staff together for regular team or company ‘town hall’ meetings online boosts formal communication, while SMS and communication apps like Slack can facilitate everyday needs. Informal communication – like online coffee clubs or coworking – should be actively scheduled.
Reminder 5: Support the sanity of you and yours
The wellbeing of employees will need to continue to be a core focus of businesses pursuing remote or hybrid working strategies. With a retreat into working more in isolation and less opportunities to connect face-to-face with all of the benefits that can bring, employers will need to continue to go up a gear in terms of extending always on wellbeing support into the remote lives of their workforce.
Proactive employers are doing more to allow their workers to meet up in informal settings – either online or in the real world – to offer support and camaraderie. More emphasis is being placed on structures and agreements to limit the prevalence of overwork and burnout in remote settings, as well as while setting up structured support through the likes of Employee Assistance Programs (EAP).
Managing your business in an online environment is vastly different from the ‘real world’. Attend this free webinar where Jason Ash, General Manager of MRWED Training & Assessment, shares his tips on how he migrated his own business to a virtual model.