I’m a big supporter of remote work. Many of the employees working at my companies work remotely in Europe, the United States and Latin America. Over time I have found it is the best way to find talent, and give that talent a way of contributing to your idea and project without them having to up and move. I met the head of sales representative for System73 whom I never actually met in person until May of last year. When I finally did meet him, it didn’t even dawn on me that we hadn’t met face-to-face before, because platforms like Zoom and Teams had allowed us to build a close professional relationship without ever sitting in the same room.
I’ve seen first hand throughout my career how hiring employees remotely and working with talented teams located all over the world, is a powerful recipe for efficient work, collaboration and success.
Effective strategies for managing remote teams
Effectively managing remote work and a remote team is based on establishing clear and well-defined Key Performance Indicators (KPIs). These KPIs help provide a structure that allows both team managers and employees to track their progress and measure success. By setting specific goals and objectives for each team member, companies and their teams create a transparent system for evaluating performance; each team member understands what is expected of them. This is important in any company, but particularly for remote teams that have limited face-to-face contact.
As well as setting clear KPIs, I believe a reward system that aligns with these objectives is just as important. These rewards give employees incentives that help demonstrate how managers and team leaders recognize and value their contributions, even from a distance. Linking these rewards directly to outcomes and results is a great way to keep motivation high, foster accountability and encourage team members to stay focused on their objectives.
Access to global talent
Remote work is definitely the way forward with regard to expanding your access to talent. When you are not restricted to hiring only those potential candidates willing to relocate, you open the door to a much broader pool of skilled professionals. The reality is, convincing someone to uproot and move to a specific location, say Moline, Iowa, just isn’t feasible for many people.
This is especially true in today’s housing market. Homeowners are struggling to sell their homes at a fair price, or they may be simply unwilling to take the risk of moving to a completely new area. As a result, relocation becomes an increasingly difficult sell. But remote work has proven to be a practical and effective solution, and it seems it is definitely here to stay, likely shaping the future of how we work.
Building engagement and accountability
In my experience, most of the employees across my companies work remotely, even though we’re not exclusively remote. What I’ve found is that one of the most effective ways to keep remote teams engaged is to foster a sense of purpose and excitement about the project. When people truly believe in the mission of the company, they are far more likely to stay motivated and committed, whether they feel they’re contributing to something positive in the world or are simply drawn to an innovative idea.
Of course, engagement alone isn’t enough. You also need clear expectations and measurable goals for remote work to succeed. That’s where the KPIs come in, allowing employees to understand exactly what is expected of them. Together with a well-articulated reward system that recognizes and celebrates achievements helps make sure that team members remain focused, motivated, and aligned with the company’s goals.
For more of my reflections and insights on remote working and entrepreneurship, take a look at the other articles on my blog, visit my YouTube channel and follow @williamerbey on social media.
