"Beyond Covid-19: 7 Tips for Managing Virtual Teams"

While it's hard to envision the end of the Covid-19 disruption, there are some things smart employers can do now to prepare for the reopening of offices and businesses. Business owners, managers, and HR professionals alike have been tested over the past months and the road ahead is definitely paved with challenges. For organizations and those who lead them, the journey will only be starting after the heightened activity of the pandemic slows down. In some instances, transitioning to virtual teams will be permanent. Here are 7 Tips for Managing Virtual Teams during Covid and beyond:

Anchor Your Team.

The past months have been full of disruptions, physical and emotional separation, the juggling of multiple roles, and a lack of ability to truly connect. Being able to achieve team alignment remotely can take some time but remind the team that the mission, vision and values of the company are the same. Rally your team by providing initiatives and opportunities to anchor them to each other -- and your business. For example, send daily or weekly check-ins. Include accomplishments, highlights about goals, and a an encouraging or supportive quote to get the day started. In fact, hosting a virtual after work happy hour is a good way to reconnect teams that have been separated - don't talk work, talk appreciation, play games, and make it fun.

Communicate Effectively.

Having a clear and cohesive communication strategy is critical, especially with remote teams. When the goals, expectations, guidelines, milestones, etc. are documented and shared throughout the company, it is more aligned across departments and becomes an effective tool for management and success. Also, make sure to use language that is sympathetic and supportive during challenging times and when communicating plans for onsite and/or remote work.

Daily Check-ins.

The lack of face-to-face interaction can be frustrating for both managers and team members. Some workers feel that they lack access to important information, while managers express feeling that workers will not work efficiently outside of the office. Schedule daily calls or video meetings with your team. Having a set time for the team to discuss tasks, updates and collaboration sessions can help reduce the feelings of inefficient information, identify gaps in knowledge, and holds team members accountable for their tasks and deliverables.

Identify Team Tools.

Research technology and tools that are best for your team. Ensure that the tools allow your and your team to work seamlessly. For instance, Slack is a good tool to use for team collaboration. It allows members to send files quickly (with members being notified immediately), automate tasks, and more. Whatever tools you decide is best for you to incorporate, make sure that information is protected (encrypted properly). Other tools and technology you can research include: ZOOM, RescueTime, Synergy, Google Drive, and Dropbox to name a few.

Create a Virtual Open Door Policy.

Being remote can be overwhelming for some workers who are used to having face-to-face access to their managers and leadership. As a manager you can schedule team meetings, schedule weekly calls with team members to go over individual tasks and updates, and/or use tools to have break-out sessions during group meetings for team members to have one-on-one time with management.

Set Flexible Expectations.

Articulating expectations for your team members is important. Applying general tele-work policies during the "pandemic induced remote work phenomenon" is not beneficial to staff and the company as a whole. Make sure that your expectations are flexible and adaptable to the quick changing circumstances. Try managing tasks and outcomes instead of productivity - this can help teams feel supported during these uncertain times.