Companies and managers should support employees in flexible forms of cooperation and help them to overcome the challenges.
Manager, regardless of whether they are direct superiors or project managers, must pay close attention to the well-being of their employees. To build trust, they become even more of a leader, enabler, coach or person of trust, rather than acting as a micro-manager. In this way, managers and companies can demonstrate that the modern management culture is not just a catchword but reality.
Colleagues should also be encouraged to help each other, not just with regard to managing the required technology for remote work, but also for taking on new tasks. After all, in virtual teams it is more difficult to assess who is over-worked at the moment, and who still has capacities. This is where clear and regular communication comes in. It can be achieved with short, virtual team meetings for rapid coordination, through group mails or by picking up the telephone for that personal contact.
These and similar measures are also helpful for managers, who can use them to counteract the perceived “sense of control” when people are no longer physically present. Options include short, regular meetings (check-ins, stand-ups, retros etc., depending on the situation), in which team members can talk about upcoming activities and areas in which they need help. Relaxed virtual coffee meetings replace the small talk in the staff canteen, which is not always about work matters. In addition, “random meetings” can also be realized with a chat bot, for example. Companies can offer and test a variety of activities to see which are accepted and used by the employees.