How to manage remote teams
Managing a remote team might sound easy. All they have to do is do their jobs. Right?
It points out that sometimes it’s a bit more complicated than that. By scheduling schedules for calls around different time zones and maintaining contact alive and well, running a remote group can be difficult.
Good news: we’ve compiled 7 best practices that will make the remote team run like a fine-tuned device.
First of all, let’s look at the growth of mobile groups before we dive into strategies.
The number of remote workers has risen dramatically in recent years. According to Gallup’s State of the American Workplace Survey, 43 percent of workers currently work remotely for at least some time, with 20 percent of employees who work remotely for 100 percent of the time, up from 15 percent six years ago.
Most businesses are seeing a sharp uptick in remote workers, and this rise is likely to continue. Experts predict that by 2020 50% of the world’s adult population will be mobile.
Best practices for running a virtual team
1. Create the best tech stack.
Use technology and software will help the team perform at its best, no matter where they function.
Ensuring a stable, safe and well-equipped network is the cornerstone for smooth teamwork and successful remote work, so make sure you invest in a software platform that will help you cross the physical divide. Resources such as speech, image, digital communication.
2. Focus onboarding and training (or hiring the right people)
When you recruit remote employees, make sure to look for individuals who are self-motivated who have the same goals and principles when the business. In order to manage the remote team effectively, it is important to clarify goals right from the start. Make sure everyone understands the priorities of the organization and get clear on-board procedures
3. Include members of the virtual team in activities and conferences.
What can you do to make members of the remote team feel like part of the team? Include them in corporate events or conferences–all of them. Holding them in the interaction process may help to strengthen their sense of belonging, but will also encourage them to take an active part in presenting proposals or brainstorming sessions.
4. Flexible work plans are essential.
According to Buffer’s State of Remote Employment Report 2019, 40% of remote workers view flexible scheduling as the highest advantage. Being aware of different time zones and circumstances is the best way to show respect and understanding to other team members. Letting people work remotely, but then tying them to a fixed schedule can be a little counter-productive.
5. Make time to get together in person as a team.
Face-to-face connections help build loyalty and improve partnerships within the group. Occasionally,people working remotely miss a personal connection with other team members due to different places. The best way to overcome this obstacle is to assemble a group at least once or twice a year.
This is particularly important to new hires, as they will have a chance to connect names with faces and get to know their team members who will allow them to work together better afterward.
6. Reinforce the company culture.
Organizations that foster an integrated virtual environment are the ones that get the most out of every team member. If people believe in the same dream and have similar values, they’re ready to take the extra mile to get things done.
7. Make communication and teamwork easy.
Clear communication is one of the most crucial elements of setting up a remote group. Setting up procedures and standards can improve the performance of your staff. Communicate, follow up, repeat — don’t let anything slip through the cracks.
In Mauritius, a startup named TALENTEUM is pioneering in managing distributed teams. Talenteum enables the best African talents to work remotely for European Companies from their coworking hubs.
At Talenteum we make it possible for African Talents to work for Western Companies without having to leave their countries. TALENTEUM offers distance candidates to European companies at cost price working from their home country. TALENTEUM acts as a trusted third-party and ensures legal obligations (accounting, social, fiscal …).
Thanks to Andrew for co-writting the Article
Contact us at www.talenteum.Africa
