HR in the Lead: How to help managers with remote teams
HR Leaders are facing new challenges when it comes to enabling their people for remote working. In this series we discuss examples, learnings and innovative ways to tackle these challenges.
In case you missed it, in a recent article we focused on essential skills needed to effectively work remotely, and how people can optimize their learning via a Peer Review. This week we will focus on the skills that managers need to effectively manage remote teams. By the end of this article, you should get a good idea of how to motivate remote team members with praise and recognition.
We will share how HR can support managers with practical tips on increasing motivation through recognition.
Employee recognition and praise are powerful tools in making your employees feel valued and appreciated. Through seemingly small gestures managers can have a big impact on people’s motivation.
Now that work and home life have merged, managing the “whole person” becomes central to the role of a manager.
Research has found that a decrease in work-life balance has been linked to higher unwanted turnover, lower physical and psychological well-being, lower productivity, and greater stress-related ailments. Hence, why managers need to rise to the occasion and take into account everything that is going on in people's lives right now. It's not just about output anymore.
Your managers have the opportunity to engage their teams and lead with empathy in order to emerge stronger. Everything they do for their teams today is an investment in their loyalty and performance for the future.
Praise and employee recognition are powerful tools in making people feel valued and appreciated. When someone feels their work is valued, they will be motivated to keep up their good work or even improve it.
A survey done by Great Place to Work showed that 37% of respondents said that more personal recognition would encourage them to produce better work more often. Let's not forget: appreciation is a fundamental human need so it's essential that managers incorporate it into their coaching style.
Having a continuous feedback culture where managers give regular feedback means that managers will have more data points to assess performance, which ultimately leads to less rigorous and time-consuming performance reviews. If you're looking to strengthen the culture of feedback with your remote teams, make sure to check out these 6 tips to do that on a company level.
With the sudden change to remote work, Brussels-based Impraise customer Emakina.be wanted to make sure recognition was kept top of mind while working remotely. Managers were reminded of the value of feedback during their daily huddles as well as how to do this in Impraise. In addition, they had 15 minutes in their calendar blocked every week to prioritize recognition in their teams.
Let the results speak for themselves:
Across the organization, they saw a 230% increase in the number of Praises sent in the month of April. Praises sent by managers to their teams increased 20% and they also saw an increase in managers sending Praise to people outside of their teams. Overall, positive recognition increased company-wide!
Find out how to run a recognition campaign at your organization with our downloadable guide. This guide includes how-to instructions and ideas for feedback initiatives, along with example communication and resources.
If you're interested in how Impraise can help you increase motivation across remote teams with praise, learn more about seamlessly implementing key features within the team's workflow in order to stimulate recognition.
Next in our Remote Work &COVID-19 Response series, we will focus on the mid-year performance review with tips on how to make your performance reviews a success, even while working remotely.
Learn how you can support remote teams with a purpose-built platform that offers Pulse Surveys, Real-time Feedback, 1:1s, Check-ins, OKRs and Goals, Engagement Surveys, and Reviews.