In this multi-part series, psychiatrist Dr Joseph Leong weighs in on leadership issues. Here, he shares tips on how to manage a team that works remotely
In 2023, the share of employees working remotely globally stood at 28 percent, Statista reports. The technology industry had the highest share of employees working mostly remotely, with 67 percent of employees reporting so.
A remote working arrangement affords people benefits such as the flexibility to live anywhere in the world—and is preferred by many employees globally. But it can also lead to feelings of isolation and loneliness, among other struggles.
In part two of a four-part series, we speak with psychiatrist Dr Joseph Leong about how leaders managing remote teams can prevent or manage such psychological struggles. Dr Leong is a senior consultant psychiatrist of Clinic Services at Promises Healthcare, which provides a wide range of psychiatric and psychological services for individuals of all ages.
Read more: Ask the expert: How to deal with employee burnout and toxic colleagues, according to a psychiatrist
The scenario
Companies are increasingly becoming less restricted by geographical boundaries to hire the best team, but remote teams can be challenging to manage. What are the most basic steps that leaders can take to best detect and handle employees’ emotions when the team is remote?
Dr Joseph Leong: From my experience with patients, managing remote teams requires a different approach than traditional in-office management, particularly when it comes to detecting and handling employee emotions.
Regular check-ins are crucial for staying connected with remote employees and understanding their emotional state. Regular one-on-one meetings help leaders gauge employees’ feelings and offer support if needed. Using video for these meetings is important, as it allows leaders to pick up on non-verbal cues like facial expressions and body language, which can provide insights into an employee’s emotional well-being.
Creating a culture of open communication is essential. According to Gallup, when employees feel that their managers are accessible and open to hearing their concerns, they are more likely to share their emotions and challenges, leading to better mental health outcomes. Also, providing access to mental health resources is vital. A study by the World Health Organization (WHO) highlights that workplaces that promote mental health and provide supportive resources see a reduction in absenteeism and an increase in productivity.
Read more: 6 ways how Lenovo is alleviating the challenges of remote working
Paying attention to detail is also important. Changes in productivity can indicate emotional distress.
Encouraging team bonding is crucial. Regular virtual team-building activities are essential for maintaining a sense of community. According to a study by Buffer, teams that engage in regular social interactions, even remotely, report higher levels of trust and collaboration.
Finally, clear and transparent communication about company goals, changes, and expectations can reduce uncertainty and anxiety among remote employees.
By implementing these strategies, leaders can effectively detect and manage their remote employees’ emotions, ensuring a healthy, productive, and supportive work environment.
Read Dr Leong’s insights on managing employee burnout and toxic colleagues.
NOW READ
From better sleep to winning strategies: 7 podcasts all leaders need to listen
These are the four drivers of innovation in Southeast Asia in 2024
My First: How Cerebro evolved from struggling edtech startup to online learning leader