Communication With Remote Teams

Communication With Remote Teams

In these challenging times, it is very important to keep a straight and clear communication.  Nevertheless, there are many facts that can affect the right communication channel and often tend to produce a misbehavior or a demotivated employee.  Sometimes this miscommunication happens due to lack of information, lack of concentration/interest in the topic, frustration due to the whole scenario, too much work, uncertainty about the future or many other reasons.

But it is a fact that this is something that needs to be approached and corrected as soon as possible.

As an employee in any position, it is important that you are aware of how vital your performance in this lockdown and reopening phase is.  The big competition for the will not be won by the supplier with the lower price, but the supplier that goes above and beyond their possibility to please the client and gives the trust and attention that he/she and their final client needs.

Communication with remote teams

My suggestions to those going through a demotivated phase:

  • Speak out. Contact your supervisor or a colleague and express your concerns.  Are the requested tasks realistic and doable?  What are your fears?  What can others do to help?
  • Figure out. Think of specific tasks that could improve your performance and could motivate you and help you avoid mistakes and/or misbehavior.
  • Ask around. Check with other colleagues what tools would help you perform better or motivate you.
  • Commit to excellence. Do the best you can with the tools given.
  • Keep the Big Picture in view: Although at the moment it all seems blurred and you may not be clear on what the future can bring, remember that it will have an end and it depends on yourself how you embrace the actual challenges and what you do for your future.

My suggestions to those above the demotivated staff:

  • Speak out your concern with specific examples.
  • Discuss reasons that could have produced this behavior
  • Give the benefit of the doubt. Hear the other side.
  • Show empathy and vulnerability.
  • Pledge for improvement and guidance by example
  • Ask for specific steps to improve behavior.
  • Re-check performance after several days or weeks.

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