“How to Win Friends and Influence People” is a self-help book that withstands the test of time. Written by Dale Carnegie, an author and lecturer, in 1936, the book is listed in Time’s Magazine’s ‘most influential books of all time.’ Dale Carnegie found the secret behind the successful people; it is not technical knowledge but people skills. The author wanted to teach the newly-found knowledge (the importance of social and communication skills) to his students to help them thrive in their professional lives. Hence, he wrote the book “How to Win Friends and Influence People,” and sold around 5 million copies during his lifetime.   

The main focus of the book is on effective and positive communication. The book enumerates and describes the timeless principles such as clear communication, proactiveness, positive feedback, and kindness, which suit even present day’s business needs. Surprisingly, these principles can be applied and followed in this new age of remote working.  

Here are the ways on how to use the principles mentioned in the book on your remotely working teams.  

Don’t Criticize Your Remote Employees  

The remote employees, who are feeling isolated already due to the new working environment, should be guided and encouraged by the employers; not criticized or condemned. Instead of assuming their actions, it is better to clarify with them, and even if they do wrong, empathize with them to understand why they did it. When delivering positive feedback, prefer video calls to maintain eye contact, which is very important in communication. So, the intent is conveyed and begin the feedback with a positive note. If the feedback is conveyed via chat or software, use emojis and other stickers.  

“Instead of condemning people, let’s try to understand them. Let’s try to figure out why they do what they do. That’s a lot more profitable and intriguing than criticism; and it breeds sympathy, tolerance, and kindness. “To know all is to forgive all.”  

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Honestly and Sincerely Appreciate your Remote Workers  

Your remote employees will have this haunting question in their mind, ‘How do I perform?’ As a manager, it is your responsibility to give answers and improve their performance and productivity. This is a tip to both employees and employers. Do not flatter other persons; instead, identify their strengths and give sincere and honest appreciation. The recognition of efforts also brings the best out of employees, and the employees try their best to improve themselves and contribute more. You can recognize an individual’s effort in front of your team or through a private mail or some customized virtual awards.  

“Be “hearty in your approbation and lavish in your praise,” and people will cherish your words and treasure them and repeat them over a lifetime – repeat them years after you have forgotten them.”  

Make your Remote Workers Believe in What you Believe  

When you come up with an idea, throw it to your remote employees. Let them think about it and create a plan to execute it. This approach helps to engage employees and make them feel cherished. If you don’t do that, your remote employees may lose interest in the work and the employee attrition rate will increase. Giving the feeling of importance to your employees is highly essential to retain them and also to build them. You can also use goal-setting frameworks such as Objectives and Key Results (OKR), SMART goals, etc., to involve all the employees in the major decisions of teams.    

“First, arouse in the other person an eager want. He who can do this has the whole world with him. He who cannot walks a lonely way.”   

Be Genuinely Interested in Your Remote Employees to Build Mutual Trust  

As this working ambiance is novel to most employees, they will have many concerns and problems. Managers should not pretend to be nice and try to get their information to use it against them. Managers should sincerely listen to the problems of the employees and try to address them as soon as possible to create a difference in the work culture. So, the employees will trust their managers, and work harder as a team whenever there are tough times.  

Let your Employees Speak  

Be a good listener, and encourage your remote employees to speak about themselves. Arrange frequent video calls with your employees and ask them about their troubles and fun things that happened. Learn what interests them the most through the conversations, and you can also plan their schedules and learning opportunities accordingly. This quality helps you to strengthen your bond with your team members.   

“Remember that the people you are talking to are a hundred times more interested in themselves and their wants and problems than they are in you and your problems.”  

Show the Results to your Employees  

If you want your employees to stay committed to their work, show the results of their work to them. If they have done a great job, appreciate them, and show how their work has impacted the organization’s growth. If your employee is not performing well, encourage them by enlightening them on the impact their work could create. Managers should also teach them how to improve. Your employees will understand your sincerity in doing so.   

Apply these principles to your everyday work life and see the changes they have created in your work culture and employees.