Editorial & Advertiser Disclosure Global Banking And Finance Review is an independent publisher which offers News, information, Analysis, Opinion, Press Releases, Reviews, Research reports covering various economies, industries, products, services and companies. The content available on globalbankingandfinance.com is sourced by a mixture of different methods which is not limited to content produced and supplied by various staff writers, journalists, freelancers, individuals, organizations, companies, PR agencies Sponsored Posts etc. The information available on this website is purely for educational and informational purposes only. We cannot guarantee the accuracy or applicability of any of the information provided at globalbankingandfinance.com with respect to your individual or personal circumstances. Please seek professional advice from a qualified professional before making any financial decisions. Globalbankingandfinance.com also links to various third party websites and we cannot guarantee the accuracy or applicability of the information provided by third party websites. Links from various articles on our site to third party websites are a mixture of non-sponsored links and sponsored links. Only a very small fraction of the links which point to external websites are affiliate links. Some of the links which you may click on our website may link to various products and services from our partners who may compensate us if you buy a service or product or fill a form or install an app. This will not incur additional cost to you. A very few articles on our website are sponsored posts or paid advertorials. These are marked as sponsored posts at the bottom of each post. For avoidance of any doubts and to make it easier for you to differentiate sponsored or non-sponsored articles or links, you may consider all articles on our site or all links to external websites as sponsored . Please note that some of the services or products which we talk about carry a high level of risk and may not be suitable for everyone. These may be complex services or products and we request the readers to consider this purely from an educational standpoint. The information provided on this website is general in nature. Global Banking & Finance Review expressly disclaims any liability without any limitation which may arise directly or indirectly from the use of such information.

Effective leadership for managing a remote workforce now and in the future

By Greg Cox, CEO of Quint Group.

As the leader of a FinTech that operates in the UK, US, Australia and Poland, Quint Group’s CEO Greg Cox is no stranger to remote-working. Here he explores his own remote working model, how it has proved successful in reacting to the Coronavirus crisis, and talks about how he is steering his team through tough times to a new normal.

To look forward, you have to look at lessons learned so far and the strategies for getting things right. I am confident that remote working will become part of the new norm across the globe and I expect that upward trend in this area to continue as we head out of lockdown. Change happens all the time in business but we have never seen the need for it to happen so quickly on such a global scale in modern times. We’ve seen change in the financial services sector only too well with the rise of FinTech and the winners are always the businesses that can adapt quickly, collaboratively and effectively.

 It’s clear to me that as a result of the sudden influx in remote-working, the role of leadership and management needs to continue to evolve now too. We need a different kind of leadership and one that fits with the new normal. The way you lead can help encourage your workforce in unprecedented times and it will also set the tone for remote management going forward too.

Clear guidelines

Greg Cox
Greg Cox

You need to have clear guidelines when communicating with your remote teams and avoid miscommunication. Setting the guidelines early on has helped our workforce know what is expected of them, the processes to follow and what to do if things don’t go as smoothly as they’d hoped. With in-office appraisals now out of the picture, there still needs to be company-specific metrics that can be measured to ensure the performance of your team. It’s also vital that you revisit these and update them if needed.

Leverage the right tech to stay connected

You might be working from the dining table, but even without a physical office, you can still keep your workforce instantly connected and keep projects on track. At Quint Group, we use Slack for instant messaging, and internal comms, Monday as a project management tool, and Google hangouts for meetings via video conference. Not only does standardising forms of communication help streamline operations across multiple global territories and time zones, it also helps decrease email volume, and improves efficiencies between departments.

Communication is key for employee wellbeing

Keep the lines of communication open with your team at all times. You might not be able to have lunch together in person, but a virtual cup of tea or coffee break and a chat can help lift employees if they’ve been feeling a bit down. Have a set time for weekly catch-ups where the entire time can join in via Teams or Zoom. Finally, ensure your team knows how to report any changes in their remote working location or change in project goals. I’ve learned that great communication is the key to great leadership.

Keep accountability up and coach your team

Managers need to engage with the workforce well as they are the link between the vision and the front line. The distance can sometimes prove to be a barrier in holding workers accountable and at the same time keeping them focused. Employee trust is more important than ever. Remember that you can always share goals in weekly team meetings to help managers stay on task and progress reports can still be done and are great opportunities for career development milestones for your team.

Good technical support

The one thing I’ve learned from this crisis is that good technical support is a lifeline for remote workers. Having the right tools to do the job is vital and it makes it easier for everyone to do their jobs. There is sometimes a fear of being left out and feelings of isolation when working remotely, so encourage conversation whether it’s a text, or a What’s App message. Just remember that being a leader means bringing out the best in your team and if I’m being optimistic, change can be good.