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Rommel Anacan

Welcome to my blog on MFI! This blog allows me to have an ongoing conversation with multifamily professionals like you. My focus is on helping you and your companies succeed by helping you optimize the quality of your relationships. If you'd like more information about me, my company and the ways that I can help you, please visit my website at www.RelationshipDifference.com

Managing People Remotely-Responding to the Coronavirus Emergency

Managing People Remotely-Responding to the Coronavirus Emergency

As you know the coronavirus (COVID 19) emergency has led to many companies and organizations mandating that their people work remotely, instead of coming into the office. In this post I'll detail several things that leaders can do to make sure that their remote teams:

  • Are Competent (to do the jobs they need to)

  • Are Consistent (in what they do)

  • Are Connected (so they feel like they're part of the team)

First Things First-Take Inventory

The first thing to do if you have people working remotely is to take an inventory of your team. What I mean by this is you need to think about your individual's strengths and weaknesses relative to working remotely-then armed with this inventory you'll want to create an "action plan" for how you interact with each team member. 

For example: 

Some of your people are really social, and derive their energy from being around people. So, you may need to connect more with these folks (text, email, phone etc.)

Some of your people work better when left alone. If you keep "connecting" with these folks, you may interrupt their work flow, and cause them to be be less efficient....and quite frankly bug the heck out of them. (= 

Some people need lots of data, information, and details. You may have to, what I like to say, "Break things down to the ridiculous" up front for them, so you don't get endless text messages, phone calls, and emails with question after question after question. 

Get the picture? Not everyone is the same, so I would recommend maximum flexibility in how you lead your people from a distance. 

BTW: You need to take inventory of yourself as well! Remember, your normal may not be someone else's normal! It's crucial to know your "default settings" so that you can adjust your words, actions, behaviors and expectations accordingly. 

Set Clear Expectations

When leading remote teams it is especially important that you set clear expectations of what success looks like, sounds like and feels like during this season. Don't assume that "common sense" will guide everyone's actions and behavior. As you already know, common sense isn't common! 

One of your team members might think that it's okay to be out of contact during the work day as long as her work gets done; while another person thinks he needs to be at his laptop all day, even if there is nothing more to do! Another person might assume that she can start her work day whenever works best for her; while another associate is wondering why no one is answering their phones because he has been "on the clock" since 8am. 

Remember, the "how" you communicate may change depending on the person you're communicating with, but the big picture should be the same.

Be Flexible

While setting clear expectations is a good thing-I do think it's important to be flexible. Remember many of your associates may now have children and spouses at home and everyone is having to adjust to the new normal! So during this time, defining what needs to be done and when is important to do ... and if you cover it with a lot of grace and patience, that will go a long way to helping your people settle in to working from home. 

Take and Set the Temperature Regularly

Friend, as much as you might want them to be, your people are not set it and forget it! Yes, some of them will need less connection than others-and some of them will need more connection. But ultimately, you need to set aside time with your teams to take the temperature and most importantly to set the temperature!

Today's technology is so great for this! Do a quick virtual meeting with your team everyday(?) to rally the troops and keep everyone focused on what needs to be done for the day. This is also a good time to encourage, motivate, thank and appreciate your people. 

If someone's performance is not where it needs to be, by all means, address it (privately) so that they're clear about what you need them to do and when you need to do it by, and again what success looks like, sounds like and feels like. 

If their personal lives are getting in the way, be empathetic and understanding. (Remember this is a fearful time and everyone is writing the script as we go!) And then let them know you completely understand, that you value them, you appreciate what they're doing and that you do need the performance to be where it needs to be. This would a great time to ask them, "What do you need from me?" or "How can I help you do your job?"

If you're able to do something, do it! If not, be creative in finding solutions. It may not look like what you think not should, but if it gets you the results, perhaps "style points" shouldn't matter!

Reach out: Friends, we need each other more than ever right now. If you have any questions comment below or DM me; if you need virtual or distance training, I'd love to help; if you have any suggestions for anyone reading this post, include them below. 

(If you're in Southern California and you know where they're selling toilet paper message me PRIVATELY!!) (=

We'll get through this! Stay tuned for more posts during this week to give you more tools as you take on this crisis!!

 

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This comment was minimized by the moderator on the site

Great information for my team

  LaBrett Homuth
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Thank you for reading and sharing your thoughts!!

  Rommel Anacan

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