13 May How To Effectively Manage A Remote Team

How To Effectively Manage A Remote Team

Working remotely is one thing and managing a remote team is another challenge. There is a lot of difference when the teams are sitting right in front of the office and when they are working outside of an office. “The transition to remote communication removes the personal context that helps us interact with each other.” The explosion of technological advancements has redefined every aspect of our lives, especially the way we work. Having and managing remote employees is now a mundane aspect of today’s workplace.

And when you say “Susie handles that” don’t assume people who work remotely know her email name is Bethanne and that she works in the safety office under Jolene Jones. One of the best ways to help remote people is to ensure folks include their phone numbers and titles in email signature elements. I could go on…and on… Thanks on behalf devops of all remote workers for writing this important piece on remote employees. For remote teams, it may take a little extra effort to recreate such communication. And when there is a mix of off-site and on-site employees, wise managers seek opportunities to include everyone in team activities and discussions whenever possible.

Organizing Tasks And Communication With A Todoist Project And A Twist Channel

Whether you’ve been managing remote workers for years or are just starting out, there can be friction and unexpected challenges—but it will get easier over time. I’ve been working 100 percent remotely for HubSpot since 2016, integrated development environment during which I’ve experienced my fair share of challenges. What I’ve learned is that the better you understand these challenges, the better prepared you’ll be to help your employees overcome them—or avoid them altogether.

Encourage Them To Track Their Time

Your team members need to interact with each other spontaneously and independently, and to get to know each other as people, not just co-workers. If you want to have an easier time managing a team, you have to hire the right team first. If you hire the right people who would be naturally good remote employees (self-starters, don’t need a lot of direction), you’ll find it much easier to manage them later on. Although communication among remote employees is much less frequent, this only imposes greater requirements to their communication skills. Remember, they have no watercooler talks, no overheard conversations in the smoking-room. Today more and more people are working remotely, while the need for a structured way of task management and strict compliance with deadlines still remain in force.

how to manage a remote team

You should be willing to embrace different cultures without diverting from your own company culture. When it comes to infrastructure, be clear about who will provide the remote team with the tools they need. If you ask the team members to supply their own swebok equipment, you’ll need to determine how it will be paid for, how technical support will be provided, and what features it should have. If this is not clarified, you may risk the security of the communication and data that your employees have access to.

Remote employees need to be self-motivated, independent, entrepreneurial, creative about problem solving , responsive communicators, technologically savvy, and curious about learning new things. When hiring for a remote position, it’s wise to ask candidates about full-time or freelance remote experience and ask if references have worked remotely with the candidate. Some employers try interviewing candidates using multiple modes of contact, to see how well they toggle between each of them — as that’s a relatively accurate predictor of on-the-job activity. Whether your whole team is fully distributed, or you only have one employee who works from home, leaders need to have the skills to manage and motivate from a distance. For the most part, there are similarities between managing remote teams and general management best practices. However, some common remote management mistakes can severely impact the productivity and overall happiness of your team. Managing remote workers could mean that you may end up managing employees from different cultures.

how to manage a remote team

If a team relies on a whiteboard in the office, it’s natural for that to continue remotely, Doshay said. Meanwhile, working remotely might accentuate a lack of clarity on project goals or communication that wasn’t readily apparent in the office. In those cases, there are tools that can assist with measuring progress. The agile process, developed within the software community but now applied in several industries, how to manage a remote team can be useful when managing teleworkers. Many remote teams find the process helps nurture accountability while also helping managers monitor projects. But your technology can’t supply the leadership and real unifying force remote employees need. As more and more workers opt through necessity or preference to work from home, their managers are front and center in giving them the direction and support they need.

How do you overcome challenges in virtual team?

By properly communicating, nurturing a positive, open-minded, and friendly relationship with everyone; by working on being more open and transparent about everything that’s happening in the company, while at the same time ensuring proper structure and that everyone is doing their job, you ensure that your company will

So it shouldn’t come as a surprise that regular communication is also how you keep your distant employees motivated and engaged. Some managers of remote employees may be managing groups of co-located employees and remote employees at the same time. In such a situation, it is easy to end up with one group receiving more benefits than the other.

Your role as someone responsible for remote team members is to help them understand the values and mission of the company. While they may be working remotely, they need to feel that they are part of the company in every way. This may include involving them in determining the values of your company.

It helps to set this as a recurring calendar event that can send out automated alerts as the meeting hour draws near. This practice of standardizing weigh-ins makes managing a remote easy. While you might be calm and collected when managing a team in the office, overseeing remote teams might feel different to you emotionally.

  • Additionally, if the company doesn’t have remote worker agreements ready, consider working with the appropriate leadership or HR on standard contracts or customized one for freelance engagements.
  • First of all, they must provide constant communication within a team.
  • It may be email, an instant messaging platform, intranet or something else that covers your company expectations.
  • The key to the success of the remote project management is setting up the workspace with appropriate tools.

Are those technologies readily available within the office’s IT infrastructure, or will they reside outside of it, perhaps in the cloud? If you worked with this contractor over time, what communications rhythm would you need to establish? Additionally, if the company doesn’t have remote worker agreements ready, consider working with the appropriate leadership or HR on standard contracts or customized one for freelance engagements.

In a remote team that’s across many time zones, this becomes an exclusionary event. As a result, this meeting becomes more about camaraderie and showing off the work of the company. We record these so folks who can’t attend are able to catch up. But we’re careful to avoid core strategic topics which typically are discussed https://globalcloudteam.com/how-to-manage-a-remote-team/ in Slack, Async, or a Zoom call that can make sure to incorporate all the relevant teammates for that decision. While Todoist helps us keep track of specific tasks and deadlines, Twist keeps all of our project-related conversations organized and easily accessible for everyone no matter what time zone they’re in.

Workers with at least one friend from work are 50 percent happier than those who lack that connection, according to Gallup data. Platforms where messaging can occur one-to-one or one-to-many, with multiple conversations going at once, can be useful for remote teams. Zoom allows these sorts of communications, while Slack lets teams create their own closed messaging network with the capacity for one-to-one side conversations as needed. These tools allow for both productivity and a virtual watercooler function, where distributed team members can despite their separate locations have individual interactions.

Consistent communication is a crucial component for any high-functioning remote team. Asking questions at a regular cadence allows managers to create a culture where employees feel heard, stay productive, and remain accountable, even from far away.

On the other hand, if things are totally erratic then it will be difficult to get a shared collaboration window when all of your team are online at the same time and able to chat. Throw in a whole bunch of new virtual tools, communication methods, and a new environment, and it’s no wonder managing remote teams can be such a whirlwind. During this time, it is important to maintain regular, effective communication and nurture a shared sense of purpose with team members. Nowadays, we have virtual workplaces with remote teams doing an equally good job as employees working in the office.

Always turn your availability on to as your employees will have no idea when your door is open actually. Give them one day in a week for one-on-one to discuss their issues and you can give them your instructions. This will cover various important topics of discussions because of not being merely present in the office. Businesses today are embracing remote trends and are hiring top talent from different countries. As the manager of remote team members, your job is to nurture, guide and support team members which is a challenge in itself. This is a guide for managers to manage their remote life and make employees happier. Send whatever swag you have, so that your remote employees have them, too.

What makes a virtual team successful?

People. We’ve found that successful virtual team players all have a few things in common: good communication skills, high emotional intelligence, an ability to work independently, and the resilience to recover from the snafus that inevitably arise.

In 2014, 24% of US workers spent at least some of their work week working remotely. The next challenge your team should overcome is a poor feedback. According to the survey, most agile methodology remote employees lack feedback on their job from managers. As a rule, the absence of reaction means that the work is done correctly and managers don’t have questions or remarks.

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