{"id":2858,"date":"2020-08-07T17:22:44","date_gmt":"2020-08-07T17:22:44","guid":{"rendered":"https:\/\/www.interventure.info\/?p=2858"},"modified":"2021-07-20T09:20:13","modified_gmt":"2021-07-20T09:20:13","slug":"blog-remote-management","status":"publish","type":"post","link":"https:\/\/www.interventure.info\/blog\/blog-remote-management\/","title":{"rendered":"Remote management doesn’t have to be a nightmare"},"content":{"rendered":"

People are not big fans of change. Science has shown that, due to our reptilian brain and inborn survival instincts, the vast majority prefer the status quo in their everyday rhythm. It\u2019s just the way we\u2019re wired. We fear losing control and enjoy the safety of what\u2019s known and familiar.<\/span><\/p>\n

But, for better or worse, change helps us grow.<\/span><\/p>\n

Sometimes, we step willingly outside of our comfort zone and make a conscious decision to be brave and take a different path. Other times, the necessity of change is forced upon us. And then what do we do? We adapt.<\/span><\/p>\n

This is exactly what happened with the COVID-19 outbreak. Many C-level executives that had been used to leading their organization in a traditional work setting had to take a crash course on remote management.<\/span><\/p>\n

Undoubtedly, switching from managing co-located teams to remote management has its learning curve. But companies around the world have proved that it’s doable.<\/span><\/p>\n

So, why do so many forward-thinking leaders still struggle with remote management? What\u2019s the catch?<\/span><\/p>\n

Let\u2019s start from the beginning.<\/span><\/p>\n

\"Remote<\/p>\n

Remote work has been around for a while<\/span><\/h2>\n

First things first: remote work has been here way before it became necessary.<\/span><\/p>\n

The pandemic has accelerated remote adoption. Everyone knows this. In fact, it\u2019s all that the business industry has been talking about in recent months. According to <\/span>McKinsey<\/span><\/a>, the current percentage of employees working remotely full-time is somewhere between 34% and 75%, depending on the industry.<\/span><\/p>\n

This fundamental change in the way we work has also sparked conversations about virtual teams being the \u2018future of work‘. The <\/span>latest research by Remote-How<\/span><\/a> shows that 87% of managers believe this to be true.<\/span><\/p>\n

However, companies of all sizes have been enjoying multiple benefits of the remote model <\/span>for years<\/span><\/i>, all thanks to rapid globalization and technology.<\/span><\/p>\n

Those early remote work adopters were really onto something. They knew that a) the most talented people in the world don\u2019t live in one place and b) location should never step in the way of a meaningful partnership.<\/span><\/p>\n

As Jason Fried and David Heinemeier Hansonn, founders of Basecamp and authors of <\/span>\u2018Remote\u2019<\/span><\/a>, wrote:<\/span><\/p>\n

\n

Talent isn\u2019t bound by the hubs<\/span><\/i>.<\/span><\/p>\n<\/blockquote>\n

Alas, the benefits of sourcing globally to assemble an all-star remote team cannot simply undo the fact that remote management isn\u2019t easy. But it definitely doesn\u2019t have to be a nightmare.<\/span><\/p>\n

The manageable challenges of remote management<\/span><\/h2>\n

Managing people is a tough job even when it\u2019s done face-to-face. Due to the lack of live contact, remote management comes with an additional set of challenges.<\/span><\/p>\n

By definition, remote management implies managing people who work remotely. This means that managers need to figure out how to set a work environment that allows them to:<\/span><\/p>\n