{"id":71825,"date":"2020-09-21T11:43:31","date_gmt":"2020-09-21T08:43:31","guid":{"rendered":"https:\/\/en.buradabiliyorum.com\/how-to-create-a-human-centered-work-environment-as-a-remote-manager\/"},"modified":"2020-09-21T11:43:31","modified_gmt":"2020-09-21T08:43:31","slug":"how-to-create-a-human-centered-work-environment-as-a-remote-manager","status":"publish","type":"post","link":"https:\/\/buradabiliyorum.com\/en\/how-to-create-a-human-centered-work-environment-as-a-remote-manager\/","title":{"rendered":"#How to create a human-centered work environment as a remote manager"},"content":{"rendered":"

“#How to create a human-centered work environment as a remote manager<\/strong>”<\/p>\n

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\n Your company\u2019s culture was created by your founders and senior leadership team in an enlightened moment.<\/p>\n

Like a babbling brook, it slowly trickled down through management until every employee just \u201cgot it.\u201d And on one magical day, everything suddenly just felt right, and \u2014 voila \u2014 everyone was on the same page! Right?<\/p>\n

Are you resisting the urge to laugh? We don\u2019t blame you. The stories we\u2019ve all read about the cultures of well-known companies often have a mythic quality. But the truth rarely resembles the plot from an episode of \u201cGame<\/a> of Thrones.\u201d Companies like Google and Netflix often go through deliberate, delicate processes to develop and refine the values and beliefs that bind them together \u2014 with an army of consultants, not Dothraki, to assist them.<\/p>\n

If you manage a remote team<\/a> and want a robust company culture, you may be wondering how relevant the lessons of corporate giants might be to your company. It\u2019s true: culture is often taken for granted when leaders and employees are co-located. People can falsely assume culture will simply rub off on new hires as they learn the ropes and become more comfortable with managers and coworkers.<\/p>\n

But culture isn\u2019t automatically distributed \u2014 especially when it comes to distributed teams. So what can remote managers do to create and sustain a culture from afar? For us, it starts with trust. It takes an intentional and continuous effort to build and maintain trust<\/a>, but it\u2019s crucial \u2014 even synonymous with \u2014 a robust company culture. So how does this app<\/a>ly to remote teams?<\/p>\n

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Transparency<\/strong><\/p>\n

One of Zapier\u2019s core values is \u201cdefault to transparency.\u201d As co-founder and CEO Wade Foster puts it<\/a>, \u201cIt\u2019s something every company should do, but it\u2019s even more important in a remote work environment.\u201d<\/p>\n

When a team isn\u2019t co-located, it increases the potential for unwelcome surprises. And these surprises are often associated with a lack of information-sharing. But by changing the way your team communicates<\/a> on a daily basis, you can adopt the best aspects of an open-door policy<\/a>.<\/p>\n

Foster suggests keeping communication in full view as much as possible, such as by using public rather than private Slack channels. Obviously, there are times where an issue needs to be discussed between individuals. However, being a little more selective about the use of email, direct messages, and other private communications can tremendously benefit transparency and increase trust.<\/p>\n

Accountability<\/strong><\/p>\n

Managers unfamiliar with remote work often come from a place of \u2018seeing is believing.\u2019 In other words, they wonder if remote workers\u2026 well, actually work. If this describes you, take your doubts a step further and imagine your newly formed remote team<\/a> may have the same concerns about each other \u2014 and you.<\/p>\n

This is why establishing team-wide accountability is so important for remote teams. Whether working from home, a coworking space, or another place, you simply can\u2019t evaluate colleagues\u2019 performance via the old-school metric of \u2018butts in seats.\u2019 By setting clear expectations around measurable goals, you and your team will build trust in the fact that work is getting done, regardless of where it\u2019s happening<\/a>.<\/p>\n

More importantly: this needs to be a continuous process. Already set expectations? Abide by them, and let your team know how their individual contributions fit into the overall picture. (Knowing how their work connects to what you and other team members are doing shows them they matter<\/a> and increases their level of engagement.)<\/p>\n

Familiarity<\/strong><\/p>\n

It\u2019s true: remote teams don\u2019t have the same opportunities for organic social<\/a>izing. At Whereby, we don\u2019t have a water cooler or breakroom to gather around to share our outside interests and activities. But it\u2019s no less important that we develop personal connections with our teammates. At least once per year at Whereby, we fly everyone in for a team gathering, where the primary focus is to have fun and build personal relationships.<\/p>\n

Buffer\u2019s approach to building trust<\/a> includes efforts to intentionally get to know each other. They send out a weekly news<\/a>letter to their team that contains fun tidbits about individual team members. Sometimes they\u2019ll have little quizzes to see how much their team knows about each other.<\/p>\n

There are lots of ways to integrate \u2018getting to know you\u2019 time. It can be as simple as setting aside some personal time in internal meetings. You can also add channels to your chat apps specifically designed for conversations about employees\u2019 hobbies and personal interests. And virtual happy hours and coffee breaks are another excellent way to blow off steam and stronger bonds through familiarity.<\/p>\n

\n Published September 21, 2020 \u2014 08:43 UTC\n <\/p>\n<\/p><\/div>\n