The most important thing you need to do as a remote team leader is to get agreement on three things. People feel far away from each not because of the number of physical miles, but rather by the amount of time—the delay—it takes to get answer from someone. “Video-first” is an organizational communication strategy that places priority on video conferencing tools, as opposed to audio-only conference calls. Relationships at work are critical to a high performing team. The classic Gallup Q12 survey item, “I have a best friend at work” illustrates the power of workplace friendships on employee engagement. And personal relationships go a long way to building trust and reducing unproductive conflict. Do not forget to recognize team members for their effort and achievements. Any workplace can survive a one or two-week work-from-home experiment; it is not much different than an employee taking a vacation or sick time. But if you expect your team members to work for several months and keep their normal productivity, then you should be prepared to make at least a minimal investment in hardware and software. Great leaders individualize their approach to leadership and take the time to utterly understand what motivates and challenges each team member. Using any of the popular behavioural assessments you can understand who on your team might have an easier or harder time with a work from home situation. Everything DiSC—your team members who have primarily an Influence or Steadiness style are more social than others and may miss the daily interpersonal connections that happen in an office. Your Dominant team members, while needing less social interaction, might struggle with productivity without the structure of the office.
Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath