It gives us immense pleasure to announce our next Greytribe live session, being conducted on May 26th, Friday at 3:30 PM to 4:00 PM.
This time, there will be an exclusive 30 minutes of LIVE discussion thread with the Expert Mr. Govind Singh Negi, Head of Talent-Europe and India, 3Pillar Global on the topic ‘Building and Managing a High-Performance Remote Team in Today’s Digital Age’
We thank each one of you for the continuous support and enthusiasm that you bring to the LIVE community session. Your support motivates us and we strive harder every time to come up with new, exciting, and informative sessions. Much appreciated.
Requesting members to post your doubts/queries related to Building and Managing a High-Performance Remote Team in Today’s Digital Age on this post and get them answered by the Industry Expert on May 26th, 2023.
Join the Greytribe live session on ‘Building and Managing a High-Performance Remote Team in Today’s Digital Age’ and get all your queries answered by expert Mr. Govind Singh Negi, Head of Talent-Europe and India, 3Pillar Global at 3:30 pm to 4:00 pm on Friday, 26th May.
Join us on Friday, 26th May to know more on ‘Building and Managing a High-Performance Remote Team in Today’s Digital Age ’ and get all your queries answered by expert Mr. Govind Singh Negi, Head of Talent-Europe and India, 3Pillar Global at 3.30 PM.
Let’s welcome today’s expert for the session, Mr. Govind Singh Negi, Head of Talent-Europe and India, 3Pillar Global.
Mr. Govind is an HR and Business Leader, Blogger, Social Activist and Investor with dual Masters in Computer Application and Business Administration from Symbiosis University, Pune with over 20 years of rich experience in the field of Talent Management.
We are thankful to him for joining our session today as the expert to share his views, expertise, thoughts and knowledge.
Once again, a very warm welcome to you Mr. Govind.
We also open the session for questions after this post.
Thanks, Nitin, For building the high-performing team, I always recommend a book called “5 Dysfunctions of High Performing team” by Patrick Lencioni.
Here are the following 5 areas he mentioned in the book.
Absence of Trust. Teams who lack trust conceal weaknesses and mistakes, hesitate to ask for help, jump to conclusions about the intentions of others, hold grudges and dread meetings.
Fear of Conflict. A lack of trust leads to the fear of conflict. In these companies, employees worry more about politics and personal risk management than solving problems. Meetings are often boring because controversial topics are avoided.
Lack of Commitment. When teams become conflict-avoidant, a fear of failure develops. These teams have difficulty making decisions and second guess themselves.
Avoidance of Accountability. Second-guessing and a lack of common objectives then leads to an inability to develop standards for performance. Team members miss deadlines and deliver mediocre work.
Inattention to results. When teams lack focus and clear objectives, team members stagnate, become distracted, and focus on themselves.
3Pillar Global, the company I work for is also a remote work organisation and we are present globally in almost 8 countries.
We believe that setting the right expectation and clear goals is the key.
Following are the key guidelines for setting clear performance expectations
Define roles and responsibilities: Clearly outline the specific roles and responsibilities of each remote team member, ensuring everyone understands their individual contributions to the team’s objectives.
Set specific and measurable goals: Establish goals that are specific, measurable, achievable, relevant, and time-bound (SMART) to provide remote team members with clear targets to work towards.
Communicate expectations effectively: Regularly communicate performance expectations, providing clarity on quality standards, productivity levels, and any specific guidelines or requirements.
Provide regular feedback: Offer constructive feedback and guidance to remote team members, focusing on their progress, areas for improvement, and recognizing their achievements.
Use performance metrics: Implement objective performance metrics and key performance indicators (KPIs) to track and assess the progress and performance of remote team members in alignment with the team’s overall goals.
When employees are working remotely they need to connect with each other through technology only. You must have been spike in the usage of tools like Zoom, Microsoft team and Google Meet when COVID was there.
Technology can be a catalyst to drive the collaboration between team and individuals working remotely.
We need to leverage communication tools, tools that can help us work together (Project Management Tools), virtual whiteboards tools can help in brainstorming and tools that can engage remote teams are some of the types of tools, I would recommend
Communication tools: Use platforms like video conferencing, instant messaging, and project management software to facilitate real-time communication and collaboration.
Project management tools: Implement tools that allow remote teams to track tasks, deadlines, and project progress, ensuring transparency and accountability.
Virtual whiteboards and collaborative spaces: Leverage digital whiteboards or online collaboration spaces to brainstorm, visualize ideas, and work together on projects.
Virtual team-building activities: Organize virtual team-building activities and events using video conferencing tools to promote social interaction and strengthen team bonds.
That is the question, we might not have a 100% correct answer. Organizations that are working remotely are still trying to figure out their own ways to ensure remote workforce is productive.
I can share my personal experience and opinion.
One of the key elements of ensuring remote productivity is to give AUTOMONY to the employees so that they can choose their own working hours provided there is not business dependency at a particular time.
But with Automony comes responsibility hence the organization’s culture should foster responsibility and outcome as opposed to the time one was online.
We need to set Goals and KPIs that are clear, understood, and something employees can impact.
Once I was asked does employees take advantage of their policy of work anytime, and I said as long as they are delivering outcomes we don’t care. And if there are few who are taking advantage of the system, their manager should take actions BUT for few who takes advantage of the system we can not take the benefit and flexibility away from others.