It’s a classic real life challenge coming out of our workshops: You are part of a team becoming their manager (maybe even overnight) suddenly being in a completely different role with different benefits, challenges and implications.

Suddenly all the things you always wanted to change are in your hands. Your former worries as a team mate are yours now. You are suddenly your colleagues superior. Some of the individual habits that weren’t really your problem before are now maybe an issue.

Don’t get me wrong. It’s exciting and great that you’ll be able to change things and take responsibility now. But still: clear and transparent communication is crucial if you want to stay in a good personal relationship and be a good and fair manager. Here is what you should have in mind navigating the transition, because the shift in dynamics can introduce complexities. But with the right strategies, you can navigate this transition smoothly and successfully.

Role...

How much ad hoc feedback do you give in your remote working team? 

In many teams that work remotely, interim feedback is forgotten or has never really been practiced. Organizations often assume that quarterly or annual feedback are sufficient for developing a team culture. 

But that's not quite the case ... 

Regular feedback shows that you as a leader are aware of and value the work of your team. 

What other benefits does regular feedback have for you as a leader? 

1. Motivation and commitment: By regularly recognizing successes and identifying areas for development, team members can stay motivated and strengthen their commitment to their role.
2. Quick problem solving: Daily feedback allows problems to be identified early and resolved quickly before they escalate into bigger issues. You save time in the long run!
3. Building trust and relationships: Regular interaction and sharing of feedback helps build trust between you and your team members and strengthen...