bitesgasil.blogg.se - Virtual highfive

#Virtual highfive how to
#Virtual highfive free

Acceptable and unacceptable behaviors at work Ĭulture is present in everything a company does - from the creation of the handbook, to benefits /policies, to how teams work with each other.Īs a manager, your role is to first fully understand and influence the way these core practices feel in the day-to-day, leading by example.

Similar to setting expectations, cultivating culture, requires proactive design and consistent reinforcement of the following: Remote work can’t hide behind a fancy office for culture and instead relies on something much more impactful: intentionality.

#Virtual highfive free

Frequency and method of project updates Ĭulture is a dirty word, synonymous with happy hours, free swag and the infamous ping-pong tables, the techniques of the past have failed in truly creating a “set of shared attitudes, values, goals, and practices that characterizes an institution or organization.”.Project deliverables and success metrics.Response times for asynchronous communication.

#Virtual highfive how to

Guidelines on when and how to use various internal tools.And trust is the foundation for strong remote teams.Īt a minimum, managers should set the following expectations for their teams around : Simply, if people are not on the same page, if they do not know what to anticipate, it will be impossible to build trust.

How many times have you lost patience when waiting for an important response from someone who said they would get back to you “soon”? Have you ever experienced that feeling, when you receive a deliverable from a team member that leaves you irked, even though technically the task has been completed?Īll of those moments boil down to unclear expectations. Mismatched expectations are the root cause to every type of interpersonal tension or conflict. So without further ado, here are my five concepts to help you achieve that virtual high five! 🖐 1. Simply, success with remote work happens when you focus on the people behind the screen. With stronger autonomy via location independence, workers produce results with “40% fewer quality defects…and have measured an output increase of at least 4.4%.” Having a human-centric approach will lead to engagement and efficiency, even with team-members spread out across multiple geographic locations. Well, what if I told you it is possible to create that feeling virtually, when managing distributed teams? You know that feeling you get after doing something awesome? The post high-five smile that creeps up on the faces of both people involved.