The COVID-19 pandemic fundamentally changed the way people work, and this is changing every aspect of work, not just where and how work gets done but also workplace design, employee-employer relationships, employee expectations, management style, and many more. 

The professional landscape is evolving rapidly, and the traditional model of in-office work is giving way to the rise of distributed teams. As more organizations embrace remote work, leaders must adapt and acquire specific skills to effectively manage their geographically dispersed teams. In this article, we will delve into the crucial leadership skills that every leader must cultivate to successfully manage distributed teams. 

What is Distributed Team Management?

Over the past few months, many companies have increasingly announced plans to embrace hybrid work models. This isn’t a surprise, and there are various surveys conducted that show that workers are ready to quit if forced back into the office full-time. The labor market has been very tight for a long time, all because of the pandemic. It is only natural for leaders to accommodate employee demands in the hopes of retaining top talent. 

Managers are the ones who are leading distributed teams most of the time. Managers’ management styles need to adapt to better fit the new work models. For many leaders, this means working more on their soft skills and making sure that employees are engaged, inspired, and motivated, whether they are working in the office, at home, or from a third space. 

Top Skill for leading distributed teams

Remote team leadership requires a person who is agile, flexible, and understands the constraints and challenges of working remotely. 

Here are the top ways leaders can improve their business practices for better-distributed team management.

• Start Choosing employees who prefer remote work

You might think that everyone is suited for remote work, but you are wrong. According to a 2022 Eden Study published in Forbes, only 18% of tech employees want full-time remote work, and around 34% of the employees prefer full-time office work. 

Workplaces that allow teams the flexibility of hybrid work, in which they can work in the office sometimes and remotely at other times, will have an edge over companies that have strictly implemented one system over the other. 

As hiring employees is the first step in creating a distributed team, a leader should ensure that they are basing their decision on a mix of personal interviews, skill assessments, and communications tasks. 

You can start by asking your employees directly if they want to work remotely, and then try listening to what they are saying. Doing so will help you gain insights into the employee as an individual, and More importantly, it will help you understand how they will likely collaborate on a distributed team. 

• Communicate Consistently 

Managing remote teams requires consistent communication. Employees and project managers often take for granted how many of their small interactions in the office influence their workflows. 

Leaders of distributed teams who don’t get the required opportunity to talk with remote employees must make sure to conduct an online meeting that can help make a point clear, considered, and consistent with how they communicate. 

Overcommunication can also be lethal for remote working team members, as it can cause confusion, as there is more opportunity for teams in different locations to get their wires crossed. 

You can avoid such missteps by creating meeting agendas, recording video calls, and distributing detailed notes of the meeting afterward to the team. Such materials will ensure that the entire team is receiving the same information. 

• Set Clear Goals 

One of the Leadership skills for remote teams is to set proper goals. 

Employees who are part of a distributed team should be accountable for their own productivity and for progressing toward the group’s goals. Setting proper objectives for daily, weekly, and even monthly tasks can help distributed teams keep pace. Additionally, this also gives managers peace of mind,

 as they are relieved to know that tasks are being accomplished while also giving employees more independence. 

When you are setting goals for a distributed team, make sure that you follow the SMART (specific, Measurable, Achievable, Relevant, and Time-bound) method and that they align with the organization’s overarching objectives. 

• Adaptability 

The remote working landscape is dynamic, as there are constant changes in technology, processes, and team dynamics. Leaders must be adaptable and open to new ideas and ways of working. This includes embracing flexible work arrangements, adjusting to time zone differences, and accommodating individual preferences. Being adaptable enables leaders to create a more inclusive and supportive work environment. 

• Tech Proficiency 

Proficiency in technology tools is essential for managing remote teams effectively. Leaders should be familiar with various collaboration and project management tools to streamline communication and track progress. Additionally, they should be able to troubleshoot common teaching issues to minimize disruptions and keep the team productive.  

• Continuous Learning and Development 

Leadership in the remote work era is an ongoing journey, and leaders should commit to continuous learning and development to stay updated on best practices, emerging technologies, and evolving team dynamics. Staying informed ensures that leaders can adapt to new challenges and opportunities in the world of distributed team management. 

Closing Thoughts 

In conclusion, successfully managing distributed teams requires a unique set of leadership skills, and leaders who prioritize clear communication, emotional intelligence, adaptability, tech proficiency, and other essential skills will not only navigate the challenges of remote work effectively but also create a thriving and cohesive team, regardless of geographical boundaries.