Managing a Social Media SEO Agency by working remotely through COVID:19
1. Check in with each other a minimum of once a day – ideally 3 times a day 2. Keep the meeting short but involve everybody 3. Use breakout rooms for different team meetings 4. Mix up the week! Set the trend for the week on Monday, have a review on Fridays 5. Have a WhatsApp group set up so communication is clear and instant 6. The boss does not always need to lead the meeting 7. Accountability and rules need to be agreed by the whole team
It’s taken around 8 weeks for me to get my head around how can I manage my team remotely and we are still improving on the system.
We are a social network for my company in London. I hope these simple tips will help you go through your days.
Online teamwork is going to take a while, but when it does work it can be better than “real life”. It takes special personalities to want to sit in front of a screen all day and keep focused.
Training and sharing good ideas needs to happen at least once a week!
If you own a digital agency you need to get on top of this because this is the new normal.
HOW TO MANAGE REMOTE TEAMS
1. Establish Team Norms and Expectations
2. Instill a Sense of Purpose
3 Promote Work-Life Balance
4. Get your staff to get dressed
Agreements that need to be worked out:
Talk about how long is acceptable for your staff to get back to you – is 10/15 minutes fair?
A company in the B2B space uses social media for customer service, the same standards for your staff.Agree to break and creative time
1-hour lunch and lots of 10 min breaks. Learn to know when to step away from your desk. It’s so important the team have time together on zoom! Bounce ideas of each other.Deliver Amazing for your customers
25% over average – way better than good. Create passions and loyal predictable and consistent experience. Over-deliver and under promise. You need the buy-in from your team to achieve amazing.The worst online meetings are when one person is talking!
Engagement from your staff is so important because you are not with them, get the point of view and feedback from your staff. An online meeting the boss can easily just talk at the staff, engage the whole team.
Empowering your staff to guild themselves to write the to-do list
Teaching empowerment is not easy, some staff like to be lead, it’s just when ownership is taken you get 10% more care and ownership ship. Setting the goal for your team is Good, The team setting their own goals is Outstanding. Set expectations and trust your team. Be clear about mutual expectations and trust your team to get on without micromanaging. Focus on results rather than activity. It’s really important that your team have the right tools So having your own mindset right it’s so important the simple things like making sure that you are dressed appropriately for work because you’re going to be in front of the screen gentlemen we need to have shave girls make yourselves look presentable. You’re a third of the way there when you look presentable daily exercise is another important factor you’re going to be sitting more than moving around and moving into an office so having breaks every hour is important. Having one to one time with your staff is also very important it makes them feel special when you really get to understand them buying your stuff lunch can still happen virtually don’t forget that it’s easy for things to not feel real. Teamwork on line Find me on Facebook Or Linkedin Or just call 02038468888By 2026, the “work from home” novelty has evaporated, replaced by a sophisticated, “work from anywhere” reality. We’ve moved past the era of grainy Zoom calls and into an age of asynchronous precision. But as the physical office has decentralized, the need for strong, visionary leadership has become more critical than ever. In a world where your team is scattered across time zones, the leader is the only “Clinical Glue” holding the mission together.
The 2026 Remote Landscape
In 2026, remote work isn’t just about saving on commute time; it’s about Managing Energy over Hours. The modern employee is constantly battling “Digital Fatigue” and the siren call of infinite distractions. Without a captain at the helm, a remote team doesn’t just drift; it dissolves into a collection of isolated freelancers.
Leadership in this era requires three specific “Heavy Lifting” skills:
The Architect of Trust: In 2026, micromanagement is a death sentence for productivity. Strong leaders build “Trust Frameworks”—they don’t track mouse movements; they track outcomes. They empower their team to own their “Digital Sanctuary,” allowing them to work when they are most creative.
Cultural Translation: Without the watercooler, culture has to be intentional. A leader must be a “Cultural Architect,” using lo-fi video and authentic storytelling to ensure that someone in a home office feels just as connected to the brand as someone in the Camden clinic.
AI Curation: A 2026 leader doesn’t fear AI; they curate it. They take the heavy lifting of data analysis off their team’s plate, using technology to provide clarity, not noise.
Why Leadership is the Ultimate Glue
The greatest threat to remote work in 2026 is Isolation. When a team member feels like a “cog in the algorithm,” their performance plummets. Strong leadership acts as the human bridge. It’s the ability to sense a dip in morale through a screen—to be empathetic yet candid when a project is veering off-track.
As we’ve discussed with the “Heavy Lifting” model for Loving Social Media, a leader’s job is to remove friction. You are there to clear the path so your team can run. In a remote setup, that means providing a Clear North Star. If the team knows exactly where the ship is going, they can row from anywhere in the world.
Ultimately, technology provides the how, but leadership provides the why. And in 2026, the “Why” is the only thing that keeps the £1M turnover goal within reach.
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