The world is largely back to normal in many ways. Masks are no longer required, social distancing guidelines have been relaxed, and hand sanitizing has become less obsessive. Many companies are now encouraging employees to return to the office, citing the advantages of increased collaboration, stronger connections, and heightened productivity. However, at Weston, we have adopted a new normal, recognizing the value of flexible work arrangements in attracting top talent and promoting a healthy work-life balance for our team. We aspire to achieve the same advantages associated with in-office work without mandating physical office presence. To achieve this goal, we are providing our leaders with training on how to adapt their leadership style to a virtual setting.
Learning how to lead remote teams effectively is more important than ever before, with 87% of employees nationwide opting to work remotely.[1] However, many remote workers are struggling with their new arrangements. Over a third of remote workers have reported experiencing loneliness and a lack of camaraderie.[2] To combat this social isolation, Weston has made significant investments in learning and development, providing management training courses that focus on three key areas: psychological safety, effective communication, and building a culture of trust. In this article, we will describe the steps we have taken to lead in the virtual world.
Psychological Safety
Weston strives to create a workplace where employees feel comfortable taking risks and sharing their ideas without fear of being judged or punished. Our leadership team and managers are encouraged to remain open-minded and respectful of the unique views of their team members. This mindset allows for honest feedback, new ideas, and identification of problems that may have gone unnoticed.
In the remote workplace, we have prioritized fostering connection and growth using a two-pronged approach: manager collaboration and problem solving. We encourage managers to collaborate with each other to support navigating this new remote landscape. When managers encounter challenges, they can rely on the support of fellow managers who may have faced similar situations. This network acts as a trusted resource, working collaboratively to ensure the success of our employees and team members by focusing on finding solutions to conflicts rather than placing blame on individuals. This shift in focus allows us to cultivate a culture of problem-solving and continuous growth.
The other half of our approach is to optimize the performance of our teams. This means achieving our business goals and supporting individual growth. We value and prioritize flexibility in our work arrangements. We are committed to both flexibility and performance and believe that by striking the right balance between the two, we can create an empowering work environment that fosters both outstanding collective achievements and personal growth and development. Through this holistic approach, we empower our teams to reach their full potential, ensuring both the success of our organization and the fulfillment of each team member’s individual aspirations.
Frequent and Effective Communication
The transition to remote work and reduced in-person interactions has highlighted the importance of implementing effective strategies to enhance communication and collaboration within teams. At Weston, we have implemented several key practices to address this challenge.
First, we have encouraged managers to conduct regular check-ins with team members to provide dedicated time for open discussions, address challenges, and align priorities. These check-ins enable us to stay connected, provide support, and keep everyone on track throughout the week.
In addition, we organize team regroups to collectively manage and prioritize work. These sessions facilitate collaboration, enable sharing of updates and insights, and ensure that everyone is aligned toward common goals. By fostering a collaborative environment, we empower team members to leverage each other’s expertise and contribute to the overall success of our projects.
Furthermore, we recognize the importance of informal conversations to connect with team members on a personal level. These interactions, whether through virtual coffee chats or casual catchups, help build rapport, strengthen relationships, and create a sense of camaraderie within the team. We believe that a supportive and friendly environment encourages team members to approach managers with any issues they encounter, promoting open communication and a proactive approach to problem-solving.
Overall, these practices are intentionally designed to put team members at ease, ensuring they feel comfortable approaching managers when they face challenges or require assistance. By consistently communicating on workload and fostering a collaborative atmosphere, we strive to create an environment where every team member feels supported, valued, and able to contribute their best work.
Building Culture Trust
Fostering a culture of trust is essential for motivating and retaining employees. According to Deloitte, employees who trust their employers are 260% more motivated, 41% less absent, and 50% less likely to actively seek other job opportunities[3]. In a remote setting, leaders face the challenge of building trust with remote workers. So, the question is, how can we build trust in a remote work setting?
At Weston, we have identified four crucial elements that promote trust within our workforce and drive continuous growth. As we think about each area, consider what you can do to foster trust in your own work groups, whether leading a team or serving as a team member.
Transparency
Our managers work to communicate with their teams in a straightforward manner to maintain a clear understanding of goals and expectations. This empowers team members with a sense of certainty and trust in their work.
Empathy
We have trained our managers to lead with compassion and understanding. We encourage our managers to treat others as they would prefer to be treated and practice discretion on when to inspire an employee’s efforts and when to meet them where they are at.
Effectiveness
We encourage and train managers to consider whether they can provide the direction an employee needs to succeed. If not, they should ask themselves who in the organization can I find to best support the needs of this team member or project. Providing guidance at a company-wide level is essential because it creates a sense of safety among employees and allows them to be supported in multiple ways. To prevent the silos that remote work can often create, we consistently encourage the use and support of resources that may exist outside of the team to which they are assigned.
Reliability
To foster a culture of trust, we aim to grow leaders that stick to their word, but what does that mean? We encourage our managers to remain mindful of their commitments not only to those who lead them, but also to the teams they lead. This means maintaining a sense of honesty, not over-committing, and doing everything in their power to deliver on promises made. A reliable leader is a trusted leader, and a trusted leader has a satisfied team that produces results.
Leading in a virtual world requires a combination of effective communication, trust-building, flexibility, and continuous learning. Weston managers who embrace these principles can successfully guide their remote teams and create a thriving and engaging work environment promoting productivity, collaboration, and employee well-being.
To learn more about working with Weston and join the team, head over to our careers page to find out if any of our open positions are right for you.
Bibliography
1. McKinsey & Company. (2022, June 23). Americans are embracing flexible work—and they want more of it. Retrieved from McKinsey & Company: https://www.mckinsey.com/industries/real-estate/our-insights/americans-are-embracing-flexible-work-and-they-want-more-of-it
2. Royale, O. R. (2023, March 14). Are remote workers lonely? Probably—and experts warn it has damaging side effects on productivity, engagement, and progression. Retrieved from Fortune: https://fortune.com/2023/03/14/is-remote-work-lonely-side-effects-on-productivity-engagement-and-progression/
3. Reichheld, A., & Dunlop, A. (2023, Janary 24). How to Build a High-Trust Workplace. Retrieved from MIT Sloan Management Review: https://sloanreview.mit.edu/article/how-to-build-a-high-trust-workplace/