Many companies, which were forced to implement remote work, are now thinking of keeping this system for their employees. The flexibility it can provide, and even the employees\u2019 quality of life, makes remote work attractive for both the employee and the organisation itself. <\/p>\n\n\n\n
However, leading a remote team has always posed challenges. And another question arises: \u201cAre leaders and managers ready to motivate remote teams?\u201d <\/p>\n\n\n\n
In any challenge, there are always solutions, and with these solutions, there come tools. <\/p>\n\n\n\n
Weekly meetings with the team<\/strong> <\/p>\n\n\n\n If weekly meetings were important before, now they are essential. These meetings must be previously prepared by the entire team, that is, the meeting schedule must be shared at least 48 hours ahead, so that the team can prepare the topics to be analysed and even propose others that can be discussed during the meeting. This way, meetings are more effective and dynamic, as everyone knows what is being discussed and is more aware of it. <\/p>\n\n\n\n Setting<\/strong> rules within the team<\/strong> <\/p>\n\n\n\n By setting operating rules within the team, limits are being set to what is acceptable or not among team members, but mainly, expectations are being shaped among everyone. This helps to make each team member responsible and to maintain good communication. <\/p>\n\n\n\n Responsibilities and well-defined terms<\/strong> <\/p>\n\n\n\n When delegating a task to a team member, the leader must clearly know why they are delegating such task, to whom and even when it must be completed. At this point, it is essential to shape the position description and to provide the team with a task management tool so that the leader can readily know the task status and the person to whom it has been assigned. <\/p>\n\n\n\n