Managing remote teams for two decades has yielded valuable insights. First, recruiting globally allows for a diverse talent pool, fostering innovation and enabling round-the-clock productivity. But it also means navigating time zones, languages, and cultures. Clear, written communication is vital, as is investing in reliable technology.
Second, building trust is paramount. This involves setting clear expectations, providing regular feedback, and recognising achievements. Trust also hinges on transparency; sharing company information, including financials, can foster a sense of shared purpose.
Third, fostering a strong culture is crucial. Virtual team-building activities, such as online games, can help nurture connections. Encouraging employees to share personal updates can also foster a sense of community.
Finally, it’s important to remember that remote work isn’t for everyone. Some people thrive in a traditional office environment, while others prefer the flexibility of remote work. Recognising this can help ensure the right fit between employee and work environment.
Go to source article: https://hbr.org/2017/02/what-20-years-as-a-remote-organization-has-taught-us-about-managing-remote-teams