Being a manager is already a tough job—let alone doing it remotely.
While the role may come with additional compensation, the extra workload might not always feel worth it.
Striking a balance between protecting your subordinates’ well-being and delivering what the company needs is often challenging, even at the best of times.
So, if you want to be a better manager, here are some common pitfalls to watch out for and how to address them:
Pitfall #1: Falling Into Conformity and Collusion
No one likes to be singled out. As such, people will conform to what’s considered acceptable within the workplace.
Meanwhile, collusion happens when several individuals team up to, say, bully a single co-worker.
Conformity and collusion are a deadly combination.
Thus, as a remote manager, you must be careful about interacting with your subordinates.
Don’t throw them under the bus to make yourself look better to the higher-ups.
Doing so is the easiest way to lose your team’s trust and morale.
Pitfall #2: Avoiding Conflict
Conflict in the workplace is normal since it’s part of healthy human interactions.
The resolution is ultimately what matters.
You don’t become a good manager by avoiding conflict altogether.
This only results in more issues and disputes in the long run.
As such, address any concerns immediately.
Listen to what your subordinates have to say so all of you can work together to resolve the conflict in the best way possible.
Lastly, set expectations. Let your colleagues know what you expect from them and vice versa.
Still, each situation is unique and it’s only through experience that you get to be better at conflict resolution.
Pitfall #3: Micromanaging
No one likes micromanagers.
Who can work properly with someone constantly looking over their shoulder or breathing down their neck?
Plus, it can easily become a sign that a workplace is becoming toxic.
Despite the urge to be a perfectionist, let your subordinates do their job.
Train them well, then trust them enough to know what they’re doing. You can always course-correct as needed.
Pitfall #4: Not Giving Feedback—And Ignoring Employee Feedback
Feedback is critical to any organization that values healthy communication.
Done correctly, they help improve an employee’s growth, performance, and ultimately, retention.
Thus, it’s not a good idea for remote managers to avoid giving evaluations.
Likewise, when your subordinates give you feedback, don’t ignore it either.
Their insights and suggestions are vital to your growth as a remote manager too.
So, now that we’ve talked about the most common pitfalls to avoid as a remote manager, here are some ways you can avoid or address them.
Strategic Interruptions
While this approach is easier to apply during face-to-face interactions, it can be useful in remote environments too.
Remote managers must stand up for their subordinates when they’re being treated unfairly.
For instance, when you observe such conduct during online meetings, you can say something like, “It seems like we’re getting off-topic, and (name of subordinate) is getting a lot of feedback…”
The earlier you nip harmful behaviors, the better.
Employ Real-Time Empathy
Displaying empathy can be a bit difficult in a remote workplace.
After all, you and your subordinates don’t exactly see each other’s facial expressions and body language.
Still, you can show empathy towards a colleague through instant messages and emails.
Be mindful of your words. Always think of how your recipient will receive the message, and throw in a few emojis if appropriate.
Thank the other person too because it takes courage to share their feelings. Doing so will make them comfortable and strengthen their trust in you as a remote manager.
Always be mindful of what a subordinate might feel at the moment.
Furthermore, rather than ignoring an issue, address it directly and work with the team to think of ways to resolve it.
Set a One-on-One Meeting
If conflicts escalate, you’ll need to step in as the manager.
Set up a one-on-one session with the affected employee. Ask them about how they feel and how you can help.
However, don’t just focus on them.
Have a meeting with the other parties involved too.
Ask them about the challenges they might be facing when working with a specific workmate (which probably results in conformity and collusion).
Then, ask them about the concrete steps you can take as a manager, particularly which blockades you can clear.
Hearing both sides of the conflict can help you better understand the situation and come up with a good resolution.
Hold People Accountable
Lastly, don’t be afraid to hold people accountable.
While it’s daunting to do, it’s one of your responsibilities as a remote manager.
Give feedback to the individuals involved and remind them that their behavior affects the entire team too.
Hopefully, this will encourage them to work on themselves and make a positive change in their attitudes.
Promoting Psychological Safety in the Workplace
As a remote manager, you’d always want your subordinates to feel safe in the workplace.
You want to enable them to share their thoughts and ideas without the fear of rejection or embarrassment.
Thus, it is a great way to avoid these common pitfalls and be the first to speak up if you think something’s off.
It’s one of the most effective ways to promote psychological safety in the workplace and your subordinates will thank you for it.
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