How smart managers use the maestro stick to manage a remote work team?

November 4, 2020

How smart managers use the maestro stick to manage a remote work team?

How smart managers use the maestro stick to manage a remote work team?

It seems that remote work is not a temporary stage in the life of companies and institutions and working groups, and departments aspiring to achieve goals and profits have become aware of the importance of developing their tools in managing their remote work team.

How managers develop their tools in managing the remote work team?

In order for managers and entrepreneurs to develop their tools in managing a remote work team and achieve the desired goals and shared revenues, we advise them to use a set of tools, here are some:

Diversify communication channels between the remote work team:

Although providing a simple technological infrastructure for all employees to work remotely may seem taken for granted, the big challenge lies in two things:

  • Providing multiple communication technology options for the team.
  • Verifying that the previous options are effective and appropriate in different situations.

For example; Use chat, video calls, e-emails, and phone calls, and use some mobile-friendly applications such as Zoom, Microsoft Teams, WebXMate, and others.

Zoom Application for online meeting

Create encouraging habits for your remote work team:

Your place as a leader in management, and your aim to create specific habits in your remote team will make it feel stable and intimate, and motivate its members to continue working actively.

For example, start the weekly meeting with each employee by posting what they have accomplished in recent days, or ask them to choose pictures from the Internet that express their professional status during the past week.

Initiate by yourself to contact the remote work team:

Some managers believe that making the effort in professional communication must be entirely the responsibility of the employees, but it is very important for any remote team leader to realize some points to ensure the continuity of work successfully, the most important of them are:

  • You must always communicate with your employees.
  • You should vary your communication times.
  • Don’t make communication with your employees conditional on business results.

For example, you can call and ask your employees if they are doing well, or if they need any support.

Initiate by yourself to contact the remote work team

Set off fireworks at the remote work you manage:

“Fatima” is a sports trainer, who works to provide training in sports clubs, but due to the restriction of the work of sports clubs and the spread of the COVID-19 pandemic, she was forced to sit at home with great frustration because she lost the tools of work and the ability to communicate with the trainees.

When employees move from work environments that contain a lot of interaction and communication between colleagues for work or problem solving, to sitting in their homes behind cold computer screens, they will definitely need to work on this new environment in a different way and strive to make it more attractive and enthusiastic for the team.

Therefore; When they ask you about the meaning of the term “setting off fireworks at a remote work you run,” remember that you can do it by the following:

  • Ask questions often.
  • Motivate the team to find alternative solutions; (Fatima was able to record videos of exercises from her living room and post them on her account for hundreds of people to interact with).
  • Remember that posing problems and motivating the team to solve them will be fun.
  • Change the look or schedule of meetings.
  • Share accomplishments and recognitions with your team.
  • Communicate from time to time with each business department separately, and share customer opinions with them about the services provided remotely.

What are the types of remote work employees?

It is important to remember that just as how the personalities of employees, in reality, are different, they are too in remote work, that is why if you understand these types will make remote work more flexible and active.

And some of the important types are:

Permanent continuous:

You will find that this employee in constant contact with you, and he is also:

  • Responding to all conversations quickly.
  • Keeping up with messages and deadlines without making any effort.

In addition, always remember to be patient with colleagues who, may not be constantly connected, and make a double effort to reach this group without being urgent.


Based on clear plans, thoughtful rules, and meticulous work schedules, this type of employee gets the job done effectively and it might confuse them to send a meeting or task at the last minute.

Make sure you fully understand the requirements of this type, and try to develop their skills in response to sudden missions.

Social butterfly:

This type of employee tends to be permanently social interacting with team members.

And if one of your employees is from this type, you will find him inclined to the following:

  • Send pictures, videos, and fun themes to the team.
  • Creating new and fun ways to actually interact.

Make sure to maintain this type, while not turning it into an element of distraction in meetings and serious work hours.

The Enthusiast:

The enthusiastic employee does not find it difficult to work remotely, but he thrives through this type of business, and always finds effective solutions and mechanisms to continue working from home, and shares these solutions with his colleagues.

When dealing with this type, be sure to pay attention to his work hours and organize them so that he does not continue to work, for late hours, which stresses him or makes him feel bored.

The Independent:

This type of employee is naturally independent and performs his best work on his own, and he always wants to choose his own way of doing the work.

A freelance worker does well at completing tasks and is someone on whom team members can depend to complete projects and meet deadlines.

All you have to do with this type is to push him sometimes to be available to work with the rest of the team, bring their expertise to them, and share some tasks with them.

Play all the Maqamat:

The MIT Sloan School of Management’s Executive Education Department researched resilient remote work and found that if an employee has a supervisor who is open and understanding of flexible work, that employee is more likely to stay.

And for this; Ensure that the plans, ideas, and implementation methods are all subject to modification and development and that laws are created to facilitate work, not make it a difficult process.