They Don't Have to See You: Be a Better Remote Manager and Build Trust with Your Employees by Hollis Avery

on





  • They Don't Have to See You: Be a Better Remote Manager and Build Trust with Your Employees
  • Hollis Avery
  • ASIN ‏ : ‎ B0B92H91D5
  • Publisher ‏ : ‎ Independently published (August 10, 2022)
  • Language ‏ : ‎ English
  • Paperback ‏ : ‎ 144 pages
  • ISBN-13 ‏ : ‎ 979-8845969149
  • Item Weight ‏ : ‎ 12 ounces
  • Dimensions ‏ : ‎ 6 x 0.33 x 9 inches

They Don't Have to See You: Be a Better Remote Manager and Build Trust with Your Employees is a step-by-step guide on how managers can foster a hybrid or fully remote work environment that is productive, collaborative, and engaging. It also details tips on how to hire the right people and offers guidance on how to improve communication in virtual meetings and other settings.

I received a copy of this ebook from the author for my honest review.



My Review

Back in the 1990s, I worked remotely for a time. It was much different then than what it is today. I studied this book and thought it offered readers valuable insight into remote work. It also is a decent guide for companies/managers who are facing the challenge of navigating the remote work area. 

It will probably be best explained if I break this down by chapter using what I feel are the highlights.

THE NEW WORLD ORDER is the first Chapter in the book and it looks at policies created in 2020  to extend the flexibility of working remotely. 

This points out three major types of remote work and the collaborative tools like Slack, Zoom, Skype, etc. that are being used and looks at how tools can help minimize expenditures. 

It includes a survey of remote employees versus office-based employees and things to take into consideration with the lack of face-to-face interactions.


TAKING THE REMOTE INTO YOUR HANDS is the 2nd chapter on setting the right foundation. 

It provides a brief template to use and reminds employers of the importance of setting guidelines and working conditions and addresses ways to motivate employees. It offers advice on processes such as eligibility, schedules, and reviews.


REMOTE ONBOARDING—HIRING EMPLOYEES  IN THE NEW WORLD ORDER is chapter number three and it speaks to recruitment. It discusses the importance of hiring managers having a transparent process that includes understanding how to go about adding value to the organization. 

If you are searching for some useful tips for hiring this is the section for you as not only does it provide ideas of where to go about searching -  it also provides ideas on networking.


WELCOMING THE TALENT ONBOARD  is chapter number four and addresses the need to slowly integrate new hires into the team. Not only does it look at organizational climates but it also looks at the challenges and reviews ways to develop a culture that promotes the organization while giving employees a sense of belonging.


ENCOURAGING COMMUNICATION  is the 5th chapter and here you will find the big C. 

Yes, that is COMMUNICATION. 

In all honesty, who hasn't struggled with  COMMUNICATION? 

I communicate with a lot of executives through my book blog and they often inform me that is where their companies struggle most and it can be a difficult challenge to overcome. Communicating is key but not everyone reads a story the same way and not everyone is going to perceive the same thing from what is being communicated. Not only do managers face cross-cultural difficulties sometimes managers might be viewed as being too vague. This is where collaboration becomes highly beneficial.  

This chapter provides an open and honest view of communicating while feeling isolated and comments on the importance of incorporating the fun factor and the use of methods of utilization and soft skills.


MANAGING REMOTE MEETINGS is chapter number six and I can tell you I am all for remote/virtual meetings as it means I don't have to get in my vehicle and travel to the office to spend an hour or two in a meeting - thus saving me from distractions and commuting costs - however, there is a flip side to this as I do miss the interaction of face-to-face feedback. 

This section incorporates many things including the importance of agendas, preparation, and collaboration, and provides a list of useful tools.


REMOTE MANAGEMENT  is the seventh chapter and looks at strategies for managers.  

I appreciate that it addresses things such as allowing flexibility in your team, tips for burnout, and a look at Virtual and In-Person Retreats.


VIRTUAL TEAM BUILDING is chapter number eight and looks at morale and improving collaboration and culture and team building activities. This chapter takes us beyond the workplace and looks at extracurricular activities that can assist in forging stronger relationships.


HELPING EMPLOYEES GROW RESILIENT is the ninth chapter and comments on mental health and mindfulness and how we can go about imitating healthy behaviors. It reviews challenges that can be faced within a team and ways to overcome these.


THE REMOTE WORK ARSENAL is the tenth and final chapter and looks at design teams, whiteboards, and tools. It addresses formal emails and reviews expanding to things such as instant messaging apps. The need for the best video conferencing tools is apparent and it discusses these along with online tools to aid in project management.


About the Author

Hollis Avery has been a business manager in about every setting you can imagine: Corporate and Not-for-Profit, as well as his own organizations. He found the management of remote employees to be different than anything he had experienced before and decided to add author to his resume.