Seven Ways to Lead Remote Workers with Emotional Intelligence

By Harvey Deutschendorf

The COVID-19 crisis has resulted in many more people working from home. This has accelerated a trend that was already well established. A 2016 Gallup Poll showed that 43% of office workers were already working from home part of the time. According to Global Workplace Analytics, 56% of the workplace could work at home at least part of the time. The main driver of the push to remote work in the past was organizations wanting to attract and retain top talent. Surveys showed that 80% of employees wanted to work from home at least part of the time. Aware of this desire by their staff, organizations began to adjust to increasingly allow their staff to work remotely. The incentive to allow their people to work from home since COVID-19 has shifted somewhat to cost savings. Global Workplace Analytics estimates that an organization can save $11,000 per year by allowing staff to work at home. Many organizations that have been forced to have their staff work from home during this crisis will have a powerful reason to continue to do so. One major issue, however, remains. Engaging staff, making them feel appreciated and part of the organization has always been a struggle. Having their people working remotely will only accentuate this problem. Using emotional intelligence to lead remote workers provides a solution. 

Seven Ways to Lead Remote Workers with Emotional Intelligence 

1.Think about and personalize your communication. 

Even though they are working remotely, your staff will still have the need to feel heard. Think about your mode of communication in terms of what your staff prefer individually, whether it be email, Skype, Zoom, Google Hangout or phone. One size does not fit all.  If not sure, check-in with them. This will make them feel they have some sense of control and appreciate the effort you are making. There will of course be occasions, such as staff meetings, where this will not be possible. 

2. Have some face to face and voice to voice time. 

Physical distance also creates psychological distance, making it more difficult to connect on an emotional level. While not as ideal as face to face, connecting in a way that allows us to see and hear the other person is crucial to maintaining the connection necessary for workers to feel a sense of belonging. 

3. Use conference calls to share stories and experiences. 

Managers can take the lead on conference calls by telling stories of their own struggles and personal situations. Doing so will encourage others to do so and give everyone a sense that they are in this together. A good way to start meetings is with a short check-in with everyone on how they are feeling as well as their struggles, challenges and triumphs from the last time they met. It is crucial that managers model this behavior as their staff will take their cue from their leaders as to how much they can and should share.

4. Look for ways to share what you have in common. 

For many people, the social aspect of sharing a physical workplace may be the activity that they will miss the most. Leaders can openly share their personal interests, preferences and experiences to show their human side. A platform that allows staff to connect around shared interests, hobbies and passions can help staff feel more of a sense of belonging. Encourage staff in their free time to connect with colleagues around common interests. 

5. Acknowledge and celebrate successes, special occasions and milestones. 

One of the hallmarks of a healthy workplace is the extent to which they celebrate the contributions and successes of their staff as well as their acknowledgement of special events in the personal lives of their staff. While it may not be as powerful as being physically present, virtual get-togethers to recognize staff, teams and special events such as birthdays and new babies are crucial in creating camaraderie and a sense of belonging.  

6. Show empathy in times of tragedy and illness. 

One of the most difficult things for some managers is knowing how to respond to a staff member who has become ill or lost a loved one. The manager can take the lead to find out what the affected person needs from him or her and from their colleagues. People handle loss and grief in different ways.  The role of management is to find out what the best way is to support the person. This may be a time for a personal note or card. 

7. Look for opportunities to get together physically. 

While it may not be possible, or difficult for some time due to COVID-19 restrictions or distances, look for opportunities for staff to get together physically. While we can do a lot virtually, personal contact will always be the best way for people to get to know one another and feel connected. Look for times and opportunities to get together either formally as a company function, or informally to enjoy a fun event together.