When a major crisis changes our normal way of life, innovation happens. We don’t usually think of innovation when it comes to our workplace. But a major shift is taking place that could define the future of work.
While there’s no one-size-fits-all solution when it comes to building remote teams, we’ve compiled a few ideas your business can execute to put remote teams into action:
Focus on the character of your hire
It’s no secret that having employees work remotely is a terrifying thought for most businesses. No matter how qualified someone looks on paper, they may not have the right mindset to be left working remotely.
One way you can increase your odds of hiring the right employee is to focus your interview on the character of the candidate. Instead of asking the mundane qualification questions (that’s what the resume is for), get your candidate to talk about their passion, hobbies, and interests.
Hire someone for their strength
Studies show that you create effective teams when you build on the strengths instead of trying to improve weaknesses. It’s far more productive to invest the same amount of time going from good to great than bad to so-so.
To maximize your team’s effectiveness, identify their strength and double-down on training, education, and investments. By focusing on your employee’s strengths, you’ll be able to reach your goals more effectively without losing momentum.
Invest in the best tools for remote teams
Just because a tool is popular, doesn’t mean its the best tool for your remote team. Sometimes, the right tool could be free — like Google Docs. Other times, it will require paid subscription.
This doesn’t require a complete rip and replace of your current tools. However, for maximum effectiveness, assess your team’s needs and goals before you make your selection. Remember, there’s no perfect tool. So, focus on picking tools with excellent customer support.
Don’t control your employees’ day
For managers who need to know everything about their employees’ schedule, remote teams is not for you. In fact, managers who require check-ins will cause remote teams to fail before it begins.
Building a successful remote team requires unbelievable amounts of trust, transparency, and communication — not the same as micro-managing. The best thing you can give to your employees is the freedom to manage their day to deliver their best work.
Connecting the dots
From my experience, when you hire for remote teams, you are introducing a new layer of complexity into structure and organization.
Implementing these practices can help you better build remote teams and navigate the ups and downs of your business. With the right amount of preparation, your remote team will be ready to take on anything!