5 Characteristics of Dynamic Leader in a Remote Workforce

The COVID-19 pandemic has made managers and enterprises more aware of the advantages of remote work. Today, more than 50% of Americans work from home, and 56% of hiring managers say the transition has gone more smoothly than anticipated. As a result, many businesses are considering the possibility of a permanently distributed workforce. Even after it is safe to return to the office full-time, they can still permit flexibility and remote work arrangements.

Although 85% of employees say they enjoy their new work-from-home arrangement, many professionals believe it has been a positive development. However, some changes must be made for businesses to function effectively with a remote workforce model.

Businesses are experiencing an unheard-before period of change due to the pandemic and workforce globalization. These developments necessitate bold, innovative leaders who can help their teams move forward. These leaders must possess characteristics that enable them to work effectively in a distant environment.

Outstanding communication in a remote environment

Communication becomes even more crucial to success when working with a remote team. The inability to read body language and other nonverbal clues will result from team members no longer having face-to-face interactions. Those who are dynamic leaders must make sure their communication plans fill in the blanks. Maintaining ties that are lost in only written communication can be facilitated by routine phone calls and video conferencing technology.

Maintain a flexible work environment

A dynamic leader will also want to promote a flexible atmosphere because more teams are working from home. There may be team members with varying effective working hours or in separate time zones. Recognize that even if one team member performs at their best at 6 a.m. and another performs at their best at 11 p.m., the common objective is to meet the organization’s benchmarks.

Depending on the nature of your team, you might discover that establishing a set number of core hours during which team members must be online is still crucial but being flexible whenever practical promotes a happy team. To increase productivity, remote team members should be free to work around personal commitments or complete tasks when it is most convenient for them.

Encourage a healthy work-life balance among full-time workers

As a dynamic leader, it is important to carefully monitor the work-life balance of you and your full-time team members. This can become magnified if your team members have different schedules and work meetings scheduled at times outside “typical” office hours. To maintain a work-life balance, track your team’s required work hours or required output and ensure that you do not demand excessive time or obligations from them. If your team members have meetings scheduled at nontraditional times, encourage them to take breaks throughout the day. To model this into your team culture, let your team members know your typical hours when you’re at the computer and ask independent professionals about their expected work hours for scheduling meetings or email responses.

Care for full-time workers’ mental and physical well-being

Working remotely, particularly in the context of the current global pandemic, can present a large adjustment for full-time workers. From a mental health standpoint, many people find isolation taxing, particularly those who do not live with family members or roommates. Physically, many people find themselves closed off from gyms or other means of exercise. As a team leader, you can lend your support and let them know you care by providing simple benefits such as a small budget to support home office equipment or software purchases. Additionally, businesses can offer subscriptions to virtual exercise classes as a perk. Finally, providing relaxing times for team members to interact, such as coffee hours or group breaks, can help cut through feelings of isolation and encourage people to feel like a cohesive unit.

Be passionate and positively reflect your brand

As a dynamic leader, it is important to set a positive example for your team. In a remote environment, brand culture can get lost, so it is important to build a positive opinion of the brand and mission. Help the team remain connected to the success and culture of the overall organization by letting them know when their efforts and work have contributed to a larger success and keeping them informed regarding customer praise. This requires more effort in a remote workforce, so look for ways to include them in regular briefings or meetings.

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Your Remote Workforce