Working in the marketing space, I have always been a fan of how technology has changed and improved flexibility in our industry. Ever since I was five months pregnant with my first child (who is a nineteen-year-old man now!), I have had the good fortune of working from home. Today, as a writer, I continue to work from home and in person at our studio, which is about a forty-minute drive away. So, by today’s after-Covid standards, I am what you would call a hybrid employee.
However, as I mentioned earlier, we are growing our team to include more coders, writers, and media buyers. As it might be suggested in their titles, these positions will also be either wholly remote or hybrid. From technical skills to creative insights, these team members will have personalities that are quite different. We are going to need an HR company for our Detroit, Michigan small business.
Here are some of the challenges experts suggest could be a challenge for employers managing remote workers:
- Balancing work and life
- Isolation
- Distractions
- Tracking productivity
- Building and maintaining trust
- Communication and collaboration difficulties
- Productivity
- Technical challenges
ZipRecruiter chief economist Julia Pollak tells CNBC Make It, “If the pandemic and ‘great resignation’ taught us anything, it’s that managers need to be intentional and engaged with employees to be truly effective,” says Pollak. “The challenges with remote work aren’t going to be solved overnight, but making that change is a strong start,”.
With all of this collaboration happening alongside the fast-paced world of technology, we are going to need to know how to communicate with each other. Let’s find out more below.
How to manage technical and creative people
When the marketing space changed as fast, and right along with technology, creative teams had to learn how to communicate with the technical teams; it was like learning a whole new language. And vice versa for the technical teams trying to understand the creative teams. But what both teams knew for sure was that their livelihoods depended on learning how to collaborate effectively.
The Next Web media offers some suggestions:
- “Tell the story, not the task
- Be humble
- Free lunch
- Partner with champions. The same is true when navigating between the creative and tech groups. If who those individuals are is not clear at the onset or after the first meeting, it will be. Look to see who is driving opinion. That is who you want to partner with. The challenge is winning that person over.
- Don’t be afraid to get people (including yourself) out of their comfort zones,”.
Managing a team that consists of both technical and creative individuals can be quite a challenge, but it can also be gratifying when done right. As someone who has navigated both worlds in the marketing industry, I have learned that effective communication is vital. It is not just about delegating tasks but about telling a story that everyone can get behind. The creative team brings the vision, the technical team brings the execution, and when these two elements come together seamlessly, magic truly happens.
A critical aspect of managing a diverse team like this is humility. Both technical and creative individuals bring unique skills to the table, and it’s essential to recognize and appreciate these differences. By fostering a culture of mutual respect and understanding, you can create an environment where ideas flow freely and innovation thrives.
Another essential strategy is to identify and partner with champions within each group. These are the individuals who have the influence and drive to bring others on board with new ideas and initiatives. By collaborating closely with these champions, you can gain valuable insights and support that will help bridge the gap between technical and creative teams.
Stepping out of your comfort zone is also crucial when managing a team with diverse skill sets. Encouraging team members to explore new ways of thinking and working can lead to breakthrough ideas and solutions.
How do you manage creative processes?
According to an article in Harvard Business Review, “Professionals whose primary responsibilities include innovating, designing, and problem-solving—the creative class—make up a third of the U.S. workforce and take home nearly half of all wages and salaries. If you want your company to succeed, these are the people you entrust it to,”.
Their ideas on how to manage the creative process were, “…managing creativity, one that rests on three guiding principles: Help employees do their best work by keeping them intellectually engaged and by removing distractions. Make managers responsible for sparking creativity and eliminate arbitrary distinctions between “suits” and “creatives.” And engage customers as creative partners so you can deliver superior products.
Creativity is not just a luxury in today’s competitive business world; it is a necessity. As a manager, it is crucial to understand the unique needs and motivations of creative professionals to ensure they can thrive and produce their best work.
One key aspect of managing creative processes is keeping employees intellectually engaged. This means providing them with challenging and stimulating projects that allow them to stretch their creative muscles and grow professionally. It also involves creating an environment that fosters collaboration, experimentation, and learning. By offering opportunities for continuous learning and development, managers can help creative professionals stay motivated and engaged in their work.
Another critical aspect of managing creative processes is eliminating distractions. Creative professionals thrive in environments that are conducive to focus and deep work. Managers can help by removing unnecessary barriers and interruptions that can impede creativity, such as excessive meetings, micromanagement, or rigid procedures. By creating a work environment that values autonomy and trust, managers can empower creative professionals to do their best work without unnecessary distractions.
In addition, managers should take responsibility for sparking creativity within their teams.
Remote work challenges for companies
In conclusion, managing a diverse team of technical and creative professionals presents its challenges. Still, effective communication, humility, and a willingness to step out of comfort zones can lead to innovation and success.
By understanding the unique needs of creative professionals, keeping them intellectually engaged, and eliminating distractions, managers can foster a creative environment where employees can thrive. As we navigate the complexities of remote work, embracing collaboration, trust, and intentional engagement will be vital in overcoming challenges and driving our company’s growth.