Remote teams are possible – here are 4 ways to achieve them

Work remotely is become more and more commonplace in many countries of the world.

Whether you work in a flexible environment that allows them to spend part of the week outside the office or even work entirely at home, the increased flexibility offered by the current technological environment has created new opportunities for employers and employers. the employees.

The rise of remote teams has been particularly beneficial for startups.

A remote team not only reduces overhead costs, but can also result in increased job satisfaction and productivity and even give employers the opportunity to hire talented people who would not be available for office work because of where they live.

Of course, some startup founders are reluctant to use a remote team because there are certainly challenges and obstacles to successful implementation. But a distant team is far from impossible …

Here's how you can make one for your startup:

1) Share "the vision" with everyone

Finding qualified remote employees is one thing. But how do you convince them to embrace the vision of your startup and its corporate culture when they do not work side by side with you at the office?

Holding meetings can be a challenge when your team is spread over different time zones, such efforts are essential to know your staff and effectively communicate the vision and goals of your brand.

The goals of the business should be reflected in every piece of communication you send to your remote employees, whether it's an email or a face-to-face video chat.

If you have the budget, you could even pay for these specialists to visit your main office a few times during the year, or have them attend business events in their area as the official representative of your company. Such actions encourage greater buy-in because employees recognize how essential they are to your long-term goals.

2) Build your team with the right tools

Many startup founders are naturally reluctant to make carpet with a remote team when they have never managed this type of work environment before. Fortunately, you are not alone in this process because there are many tools specifically designed to facilitate the development of a quality team.

You do not know where you will find a quality remote team?

Services such as YouTeam offer a platform for finding teleworkers and skilled teams using a variety of vetting mechanisms and a network of qualified international partners. In addition, these platforms are a sure way to be introduced into hiring practices and remote team managementthanks to flexible terms of engagement and lower recurring costs. From my experience, it is also easy to work with them.

You do not know how you will manage communication?

Tools like Slack and Trello facilitate the coordination of projects, organize discussions and share files so that everyone is on the same page. Best of all, these tools are easily accessible from a standard web browser, allowing for quick implementation.

3) Create a clear culture for your business

Sharing the vision and goals of your business is essential to establishing your culture.

But all too often, remote workers feel isolated from their colleagues, even if they are somewhat involved in digital business discussions. Communication problems can cause a remote employee to feel underestimated or the importance of their contributions.

A study by the Harvard Business Review revealed that consistent communication from management is essential to creating a healthy and positive culture, and that it is all the more effective when the time comes going face to face (including face-to-face conversations and video conversations) is a priority.

To note of the study:

"The most successful managers are good listeners, communicate trust and respect, inform the workload and progress without micromanaging, and focus on excess communication, while modeling the same behaviors for other members of the organization. l & # 39; team. Successful managers are available from remote employee work hours, regardless of their time zone. "

Relationship building via more informal online meetings and discussions is a great way to strengthen your team. Get to know your remote team on a personal level and be open to their concerns.

Try to schedule weekly or monthly face-to-face meetings where you can coach workers and gain insight into their successes and challenges. With consistent communication, everyone feels valued.

4) Over most things (not all), prioritize responsibility

Liability is a common concern when managing a remote team.

Whether tracking employee time or ensuring projects are completed on time, there are many pitfalls in accountability that can hurt your efforts, even when you set clear expectations before committing yourself.

Not surprisingly, digital management tools can, once again, greatly reduce your burden.

Time tracking tools are a great way to make sure employees are doing an honest day of work, with many programs taking screenshots to let you know what your staff was doing during work hours. It can also facilitate payroll management when you pay dedicated remote specialists for hourly projects.

Of course, clear communication It will also be essential to meet project deadlines to ensure that everything is completed properly. Many tools allow you to assign due dates to individual tasks or send reminders when a deadline approaches.

These simple steps can go a long way in ensuring that everyone does their fair share.

Remote work can lead to great success

The fact that your team is geographically distant does not mean that you will not be able to get the quality results your startup needs. Indeed, for many companies, dedicated remote specialists are a necessity in the current business environment, to level the playing field so you can build the best team possible.

By using these methods to effectively build and manage your remote team, you can achieve high quality results and reduce expenses to increase your chances of success.

This article is part of our contributor series. The opinions expressed are those of the author and are not necessarily shared by TNW.

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