Everyone knows what’s going on except me: a manager’s guide to adjusting to virtual work
A team transitions to hybrid work
Before the pandemic, we helped a team transition to hybrid work. The team used new tools and behaviors to feel comfortable and productive. Many team members started working offsite two days a week.
The team is thriving but the manager feels out of the loop
After a few months the team was thriving. Or so we thought 😱 It came to light that the team’s manager was feeling very lost. They:
didn’t know the status of projects
felt behind on discussions the team was having in meetings
felt overwhelmed and intimidated by the new tools the team had become experts at using
What was missing? The manager hadn't shifted their own behaviors to feel successful.
If you feel out of the loop with your virtual team, here are 4 practical steps to make the shift:
Integrate new tools into your routine
Make it a habit to read the updates on your team’s communication tools. It will help you understand what the team is talking about or needs help with. Schedule time at the beginning of the day to review communication channels. Or schedule time on your calendar throughout the day as reminders.
If you are unsure how to use the tools, there are lots of resources and short training videos that can help you. We promise the more you use new tools, the more comfortable you will feel.
Engage in asynchronous communication
Now that you’re checking the tools, use asynchronous communication with your team. People can read and respond to async messages when works best for them. Examples to get started:
ask questions about a project or task
ask for feedback on a document you’re working on
interact with emojis or even a “Great job!” comment
You’ll feel more connected and engaged with your employees.
Build tool use into your team’s routines
Build using project tracking tools into team meetings. Keeping the information and tasks updates and relevant will help everyone.
Shift your 1:1s from work updates to connection
Use your 1:1 time to see how you can support your staff. Examples to try:
discuss employee goals and professional development
conduct a stay interview
consider utilizing some of Lara Hogan’s First 1:1 questions.
Your 1:1 meetings are a key place to build relationships and engagement with your employees. Don’t waste that time on information you can already find on your own.
Consider trying one or more of these behaviors this week!