Those who hold managerial positions can receive a great deal of criticism. Managers are sometimes framed as contributing little while expecting a great deal from those they supervise — but this is deeply unfair. Managers are essential, which is why every successful business features them. In the remote and hybrid working era, their role has become more vital than ever.
Team coherence can sustain itself when team members share a physical space, but separate them and the challenge becomes significantly harder. Being a remote worker without clear guidance and oversight is immensely difficult, as so much of the necessary context for decision-making is missing. Managers provide that context and keep everything together.
Managing any team is difficult, and managing a remote or flexible team is considerably more complex. It requires an open mind and a strong determination to adapt. The following practical tips can help managers lead flexible working teams more effectively.
Invest in Relevant Software Systems and Offer Training
Remote workers rely on the internet and on online systems. The classic reliance on offline versions of software has given way to cloud-based systems that allow organisations to secure their files and access them from anywhere. This is now the baseline expectation rather than a differentiator.
There is a broad category of productivity tools designed to address the problems and challenges that can slow online businesses down. Taking the time and resources to invest in high-quality productivity software for business purposes can achieve meaningful long-term improvements to the working day. Better communication and task management through a centralised portal, improved time-tracking, and intuitive automation tools that free up time for more creative work are all worth exploring.
Crucially, managers must not make the mistake of rolling out new tools and simply expecting employees to use them effectively without support. Even the simplest tool has a learning curve, and most workers will naturally gravitate towards what they already know. Committing to training — and pairing software-specific training with broader productivity development — will achieve significantly stronger results.
Where Possible, Let People Choose How They Work
Some people work better at night. Others are at their most productive early in the morning. If team members are energised at unconventional hours, managers have two choices: force them into conventional schedules, or allow them to work in the way that feels most natural and productive for them. The latter will almost always yield better results.
It has historically been common for employers to demand that employees work in patterns that do not suit them. This approach may have had some justification when everyone shared the same office, but in a flexible working environment it makes little sense. Total freedom is not the goal — there will always be specific deadlines to meet and times when availability is required. Outside of those fixed requirements, however, focusing on results rather than methods is the more effective approach to managing a flexible team.
Request and Act Upon Detailed Employee Feedback
Losing the in-office connection makes it significantly harder to tell when employees are feeling frustrated or dissatisfied. While progress has been made in reducing the stigma around mental health and worker satisfaction, many people are still reluctant to express the issues they face for fear of being seen as less valuable. Managers cannot wait for employees to come forward — they must actively seek feedback and make it clear that they will act upon it.
This means reaching out to employees directly, being open with them, and asking clearly how they are feeling and what could be changed to improve their experience. Do they need more clearly defined deadlines? More support to do their best work? More recognition? Going remote does not change the fact that employees are among a business's most important assets. Nurturing them accordingly — regardless of how far away they may be — is a fundamental responsibility of good management.
How Professional Academy Supports Your Journey
Managing a flexible or remote team requires a specific and evolving set of skills. Professional Academy offers accredited management and leadership qualifications through the Chartered Management Institute (CMI), designed to develop the confidence and capability managers need to lead effectively in any environment.
Programmes available include the CMI Level 3 in Management and Leadership for those stepping into management for the first time, and the CMI Level 7 in Strategic Management and Leadership for experienced leaders looking to develop at a senior level.
Professional Academy also offers bespoke in-company training for organisations looking to develop their management teams. To find out more, get in touch with the team or book an advice call at a time to suit you.
