How do your leaders manage remote workers? It can be challenging for managers to coach a team they don’t see every day. Meet Brad. He’s not only a great leader, he’s a great coach, even from afar. View this infographic to see how you can be more like Brad.

1. THU
REMOTE WORKERS?
Be Like Brad
How do your leaders manage remote workers?
It can be challenging for managers to coach a team they don’t
see every day. Meet Brad. He’s not only a great leader, he’s a
great coach that knows distance doesn’t matter. See what Brad
does to be an excellent coach, even from afar.
Brad Knows How and When
to Communicate
Brad knows that technology isn’t one size fits all.
He considers which medium will work best for each conversation.
Video meetings:
When emotions or fine nuances
may be involved
Phone call:
When the information is simple and
a video would be distracting
Chat/text:
For quick updates, or a simple question
with a simple response
Email:
For a simple check-in, or a conversation
with a large amount of information
What other technology can you integrate with your
team to be engaging and effective?
insideoutdev.com | 1.888.262.2448
Coaching that works.
Want your leaders to be like Brad?
Contact us and we’ll show you how to turn your managers into coaches
who can lead their team no matter where they are located.
Sources:
http://www.apa.org/research/action/multitask.aspx
Science Reveals Why We Brag So Much, Wall Street Journal, May 7, 2012
https://s-media-cache-ak0.pinimg.com/736x/cb/d2/f5/cbd2f5c8416a63392402b27c99274e96.jpg
https://www.inc.com/christina-desmarais/want-productive-employees-let-some-of-them-work-from-home.html
State of the American Manager: Analytics and Advice for Leaders, Gallup, 2015
https://hbr.org/2015/04/what-great-managers-do-to-engage-employees
COACHING
Multitasking decreases your
effectiveness by as much as
40%. Brad knows good
conversations can’t happen if
he’s distracted by emails or
other projects.
40% of our speech is
devoted to telling others
how we feel or think. Our
brains find it as pleasurable
as food or money. In any
conversation, Brad listens
more than he talks.
When Brad wants to check
in quickly, he asks these 3
simple questions: What’s
working? Where are you
getting stuck? What could
you do differently?
Brad knows remote workers are actually 20%
more productive than their in-office
counterparts. They’re also more engaged and
less likely to quit.
Employees who feel their
manager is invested in them
as people are 37% more
likely to be engaged on the
job. Brad builds relationships
by asking his employee how
her day is going and what’s
going on in her life.
Brad takes notes and sends
a follow-up email after
most conversations. He
practices Say-Do-Co: Say
what you’ll do. Do what
you say. Communicate
when you can’t.
Employees who have regular meetings
with their manager are almost 3 times
more likely to be engaged. He checks
in frequently to make sure everything is
going well.
The average person has a shorter attention span than a goldfish.
They get distracted if a conversation lulls for more than 8 seconds.
So Brad keeps meetings on schedule and moving so his employee
doesn’t get distracted.