How did you beat the odds today

Build and manage virtual teams more effectively

Many managers and employees work from the home office. A lot of direct communication and thus direct and indirect team performance is lost.

From the point of view of the brain sciences, employees need support from their manager. Then they make their services available to the company in a better and more efficient manner.

Active challenge management only needs a few rules of the game when accompanying teams from a distance. 3 steps have proven successful:

1. Delegate and demand clear results

Give your employees clearly defined results (and not the associated tasks). The independent realization of results strengthens the self-confidence of your employees.

2. Provide proper Challenge Manager feedback

  1. Provide timely, results-based feedback. Strengthen the self-efficacy expectation (SWE) of your employees.
  2. Managers always refer to a realized result and name it promptly and specifically as follows:
    “Dear Ms.…, I had high expectations of you for result XX, because I know that you can also meet them. And they exceeded these expectations with their good work and good time management. Many Thanks!
  3. With this form of address you not only increase the personal feeling of belonging, appreciation and importance of the employees. It is much more important that you initiate a learning attitude - the increase in the expectation of self-efficacy! In efficient challenge management, we speak of managing expectations. Every employee in the virtual team needs to know what is expected of them.

3. Trigger the "High Performance Cycle" challenge management

Employees with a high expectation of self-efficacy have greater stamina in overcoming challenges. You place higher demands on yourself and, if you fail, try to learn more often and solve the challenge independently. Employees with a high SEE then independently look for more demanding challenges, etc. They develop a positive spiral!

There are three ways to increase employee self-efficacy:

  1. Use employees' experiences of success and address them specifically
  2. Representative experiences from the team
  3. Verbal encouragement - encouragement from others