The fear of hiring remote workers is if left unsupervised people won’t finish their work. But at the heart of that argument is a lack of trust.
As a leader with your subordinate nearby, you still shouldn’t micromanage him/her. Often we don’t manage the way we would like to be managed.
Here is how remote workers can enhance your leadership.
As a manager, focus on the outcome, not the process. Translation: be concerned about people getting their work done, not how they complete it.
Working remotely relies on trust. Leaders trust their workers to get the work done and until they don’t, they’ve earned autonomy.
Remote working is teaching us that location shouldn’t determine practice. If we limit ourselves to talent nearby, we miss out on the global resources accessible by technology. In order to harness the best talent around, managing remote workers is a necessity.
The concept of working remotely isn’t a pipe dream for workers anymore. Once technology bridged the gap between locations, it opened the portal for virtual connections.
Leaders sometimes forget how it feels to be managed. The golden rule applies here: lead others the way you want to be led.
Today’s leader is a coach. You coach by leveraging individual strengths to help optimize the team. Motivating, guiding and supporting are the leadership skills needed to manage from afar. The beauty of managing remotely is that it is built on the foundation of trust.
Trust means respect and what makes us all feel “safe” at work. That’s what we all want from our leaders.