How To Create A Time Management Plan For Remote Teams

Thanks to the pandemic, remote working has become the norm in so many industries. It has a lot of benefits, such as eliminating commuting time, reducing costs, and removing office distractions. Of course, there are challenges too. One of those is time management, something that can be difficult to have oversight on when you have a remote team

The good news is you can help remove the challenge by having a good remote time management plan in place. Here’s how to create one and get the most out of your teams, wherever they work. 

Why Create A Time Management Plan?

Is a time management plan needed for remote workers? It’s highly recommended, as there are lots of benefits that you can reap by using them. These include:

    • A better sense of direction for staff, and knowing what’s required of them.
    • Fewer miscommunications in the workflow.
    • More engagement for those who are working from home. 
    • Less time is needed for organizing employees.
    • Better final product and client satisfaction.

So, there are plenty of benefits to using a time management plan in your team. Now, you need to know how to write it. These tips will help you get the most from your plan. 

Set Expectations Upfront

The very first thing you’ll want to do is discuss a time management plan with your team. You’re going to want to set expectations upfront, so they all know what’s expected of them as they’re working remotely. 

Ensure that you listen to this team at this stage. What are they expecting from the remote working system? Is there anything they’re concerned about, or anything that they want to happen? This feedback will help you put a plan together that’s easy to use and realistic. 

Pick Between Time Tracking Or Productivity Tracking

When it comes to time management plans, you’ll either want to focus on time tracking or productivity tracking. “On average, many employees will prefer to stay working remotely as they prefer the flexibility it gives them,” says Fiona Carmichael, a project manager from Dissertation discussion and OX Essays. “You’ll want to keep this in mind when making a decision.”

Productivity tracking will usually allow for more flexibility in the workflow, so many employers will choose this method when creating their plans. However, it does depend on the work you do, so consider carefully before you start putting the plan in stone. 

Also Read: Tips To Improve Productivity As A Remote Worker

Choose The Right Platform

There are plenty of time management platforms out there you can use to create your plan. It is highly advisable that you use one, as trying to do it over instant messaging or email is going to be far too difficult to track. With a platform, everything is kept in one place so everyone can see what’s needed from them at a glance. 

As well as a platform like Slack or Trello, consider using cloud storage like Dropbox or Google Drive. This allows everyone to share files, so you and your clients can access them when needed. 

Define Your KPIs

You’ll need to create and define the Key Performance Indicators (KPIs) for your team as they work remotely. What will be expected from them? You can set both short and long-term goals for each team member, and then they have a clear idea of what they need to be working towards. This is something you can discuss in individual coaching. 

Also Read: How to build a KPI System for Performance Reviews

Set Up Regular Meetings

Now you have all the tools in place, you’ll want to create a regular slot in the schedule for a meeting with the whole team. This should allow for everyone to share where they’re at with a project, and give feedback. This will be how the team gets together, as they won’t be working in the same space. 

Remember that as they’re remote, the team may not be working the traditional 9 – 5. You’ll want to find a time that works for everyone. Doing this ensures that you can stay flexible, and give your team the space they need. 

Also, you can organize meetings into mandatory and secondary meetings. Make the agendas available for all sessions, so staff will know what will be discussed. 

Plan Out Individual Meetings Too

Now that you have group meetings in the schedule, you’ll have to ensure that you make time for one on one coaching and development, too. This needs to be handled whether your team is remote or in the office, so either way, you’ll be ready for it. 

Take the time to reach out to every team member, and work out the best time for individual coaching. It’s arguably more crucial in remote teams, as you’ll be looking to help them stay connected and focused on their work when they’re not in the office. 

It’s even more important you do so when you have younger employees or recent graduates on your team. They will need coaching to help them reach their full potential, and it can be harder for them to do so when they’re working remotely. 

Have Deadlines In Place

You’ll have deadlines for KPIs and deliverables, whether your team is in the office or remotely. When your team is remote, it’s even more important to make these deadlines as obvious as possible. 

“As the team aren’t centralized, it’s easy for them to lose sight of the big picture,” says HR manager Graham Pike, from Paper Fellows and Boom Essays. “You want to ensure that everyone is on the same page.”

Create timelines and deadlines in your action plan, and have them available to view within your chosen platform. That helps staff stay on target when they’re working, and get everything delivered on time. 

With these tips, you’ll be able to create a time management plan that works for you and your team. It will make remote work much more feasible and every staff member will know what’s expected of them. Start writing your time management plan now, to get the best results. 


Do you want to know how Engagedly can help you manage your remote teams? Book a live demo with us.

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This article is written by Sara Sparrow.

Sara Sparrow





Sara Sparrow is a technical writer for Assignment service and Academized. She covers workflow and time management for business owners. She’s also a writer for Write my essay. 

People Development Goes Virtual and More Feedback Focused

2020 has taught us many things. But most importantly, it has made us realise the power of technological advancement and digitization. In our previous edition, we brought to you details on how Performance Management has Gone Virtual and More Progressive. In this edition, we will discuss people development and employee feedback in the post pandemic era. 

While technology and digitization has allowed us to continue working through the pandemic period, what about learning and reskilling? Your employees require learning and development too, especially in today’s day and age. So with the transition to remote work and organizations’ inability to conduct in-person training, we anticipated an increase in virtual and technology-driven learning and development

We decided to conduct a survey to understand the situation better and bring to you information that will help you enhance employee engagement and learning. 

To assess the extent of the changes COVID has brought upon us, we reached out to leaders and HR heads. They were asked to report the degree of change for different people development processes by reporting whether or not each of the development related processes was occurring more or less frequently during COVID. They responded on a five point scale (1= significantly less frequent and 5 = significantly more frequent)

We focused the questions on the following people development processes: 

  • Online Training from External Content Providers 
  • Online Training from Internal Content Providers 
  • Live Online Training from Internal Teams 
  • Live Online Training from External Content Providers 
  • Ongoing Feedback 
  • Developmental Assessment(s) (i.e. 360, Personality, etc.) 

Guess what we found?

The changes in people development was more pronounced than the changes in Performance Management Processes. Over 50% responses indicate that they took part in all 5 of the people development processes that were assessed in more frequency. Moreso, Online Training from Internal Content Providers, reported the largest change with 69.1% of leaders reporting that this was occurring more frequently now. 

This was followed by Live Online Training from Internal Teams, Online Training from External Content Providers, Ongoing Feedback, Live Online Training from External Content Providers, and Developmental Assessment(s) (i.e. 360, Personality, etc.), respectively. This explains the recent uptick in employee development training vendors growth across the entire spectrum. We then took to assess if the leaders are satisfied with these changes and expect these changes to continue.

Here is what we found: 

Answer to Research Paper survey

Key takeaways for you:

As learning and development technologies and approaches have evolved to take on more virtual and real time feedback (on the job development), COVID has acted as an accelerant to these changes as anticipated. While organizations are actively embracing learning technologies and more progressive approaches to development like Real Time Feedback and Coaching, it remains to be seen if this is here to stay. Given the level of satisfaction with remote work changes, the future work environment may embrace a hybrid model (remote and in office), so we anticipate many of these shifts will be permanent.

Want to view the detailed report? Click here.

Do you want to know how Engagedly can help you with Performance Management? We have live demo for you.

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Is Remote Work Good For Your Business?

Most employees love the idea of working from home, but employers are often not sure about the productivity of their remote employees. Working from home has set a trend in the industry.

But is remote work good for you business?

Continue reading “Is Remote Work Good For Your Business?”

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