You can do most things remotely, you just have to do them a bit differently.
With the right tools and strategies in place, you can create a productive and happy remote team that gets the job done. I’ve worked remotely with many different brands over the past 6+ years and learned a lot about what works and what doesn’t.
In this guide, we’ll discuss the best ways to manage remote teams and help them stay connected and productive. We’ll cover everything from communication tools to project management strategies, so you can rest assured that you’re giving your team what they need to perform at their best – no matter of location.
A Remote Team Might Not Be What You Think It Is
Photo credit: While many are used to the term “remote work”, people have different definitions. And there’s no one-size-fits-all answer.
So what exactly is a remote team?
The defining feature of a remote team is that most or all of the members are not physically together. It could mean a team that’s spread out across different states or countries, or it could refer to a team that’s all working from home.
As you’re offering your team to work remotely, make sure everyone is on the same page regarding what you’re referring to.
We recommend a fully remote approach – which means that your team members can choose to be based wherever they want. This comes with some challenges, but none that can’t be solved.
Set team goals and upgrade your performance management
Photo credit: When you’re managing a remote team, it’s important to set goals and objectives for them to achieve. This will help measure success and make sure you’re on track.
But what should you include? Well, it depends on the type of work they’re doing.
Research still shows that many leaders base performance management more on presence than results. With data like:
- Remote workers are 38% less likely to receive bonuses
- Remote workers do nearly 50% more overtime compared to in-office workers (often to compensate for not “being there”
- Remote workers have worse performance reviews and don’t advance as quickly as their office-working peers
If your “remote opportunities” slow down progress, your talents will choose to progress somewhere else…
Performance management for remote teams requires a significant mindset shift.
Instead of presence, the focus is on outcomes, results, and contribution
For example, if your team is responsible for developing a new software application, their goal might be to have a working prototype ready by the end of the month.
Objectives could include things like having a certain number of new users sign up for the product within a certain time frame, or generating a specific amount of revenue.
You should also establish how you’ll be measuring success. For example, by the number of completed tasks, the number of satisfied customers, etc. Follow up regularly to ensure that everyone is on the same page.
Understand the challenges of managing remote teams
Photo credit: When transitioning to remote work, many businesses think it’s just to do things “as usual” but online.
Spoiler: It’s not.
- Remember: not everyone is the same. People may have different preferences and work habits. Be flexible and adaptable to be able to work with them effectively.
- Foster a culture. This takes time and effort, but it’s worth it in the end. Get to know each other a bit outside work. It makes it much more fun to work together! This comes more naturally in person. When possible it’s worth scheduling a few extra minutes. We’ve had coffee, wine, lunch/breakfast online meetups.
- You’re not just managing people. You’re managing time zones, communication methods, and workflows. Make sure people know what’s expected, stay as flexible as possible, be open to feedback on how to improve the way you’re doing things.
- Taxes and systems to manage remote teams are still lacking. It helps to work with experts for specific markets to ensure that you set up a good scalable structure.
You can also set up different channels on Slack related to networking, passions, and interests. You can also organize in-person events once in a while and/or help your team to connect to local communities wherever they are based.
Ways to Build Trust and Communication Among Remote Team Members
Photo credit: When managing a remote team, communication is key.
- Be direct about expectations in terms of deadlines, scope, KPIs, and preferred ways of communication. A written summary of key decisions after meetings, goals, and priorities in whatever tool you’re using to ensure everyone is on the same page
- Tight iterations, especially to start with, to ensure you’re on the same page. “Reading someone” is harder remotely. ? Never assume someone thinks in the same way as you
- If you work with someone who seems to be from a different world, or just have misunderstandings, set up a short 1-1 to align. Discuss responsibilities and goals. Ask questions to understand their priorities. “How can I make your job easier” is always appreciated ?
- Embrace great tools to make collaboration and life easier: Slack, Google’s suite, and Asana are a few of my favorites.
- Check in with your team regularly. This might mean setting up daily or weekly check-ins, or just dropping in on them every once in a while to see how they’re doing.
- Most importantly, trust your team. Trust that they’re capable of doing their jobs, and give them the freedom to work remotely. This will give them a sense of autonomy and make them feel more connected to the company. Sorry to break it to you, but if you can’t trust your team, you have bigger issues than whether to allow remote work or not.
Be willing to experiment
Photo credit: As a manager, it’s important to be open to trying new things when it comes to managing your remote team. What works for one company might not work for another, so stay flexible and open-minded. Learn what works and continue to improve your remote team management skills.
And as an employee, be proactive. Speak up about your needs, be clear about what you need in order to be productive, and don’t be afraid to ask for help.
There’s no one-size-fits-all solution to remote work
There are a lot of different ways to manage remote teams, and businesses are starting to realize that there’s no one-size-fits-all solution. Some companies are embracing a remote-only model, while others are still trying to find the right balance between remote and in-office work.
No matter which path you choose, it’s important to be open to change and willing to experiment. The world of work is changing fast, and if you’re not willing to adapt, you’ll get left behind.
With a little bit of effort, you can create a productive remote team with people excited about working together. It makes such a big difference when you’ve got the right set-up in place!
What’s your best tip to manage remote teams efficiently?
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