It’s all about process and goal-setting. If you are clear about expectations and deadlines, then everyone knows what they need to do to succeed. If you have a process that includes sharing what you’re working on, reporting on your work, etc. then you know how your team is performing and what they are up to. The rest of that trust is up to you as a leader to have faith in your team.
How do you keep remote teams motivated? Devin, CEO of Animalz, shares her tips for how leaders can avoid demotivation and her hopes for the future of remote work.
Read full interview from Company Interview with Devin, CEO of Animalz.
It’s all about communication. In a fully remote environment, you can’t over-communicate. A CEO of an all-remote company needs to be transparent and keep their team informed. Here are some of the ways I do it.
Every other Friday, at 4 p.m. (EST), I host the “SS (Shelly Spiegel) Feed,” an all-company call during which I share information with the team. During this call, I brief the team on the latest happenings at Fire Engine RED; this includes providing information on new hires, organization updates, and policy changes. I also talk about year-to-date sales, margins, and third-party costs.
Also, I try to schedule a one-on-one meeting or virtual walk with a team member nearly every day (including new team members, once they’ve settled in and have been with Fire Engine RED for about 45 days).
The calls help me get to know my team members better. We often talk about their families, pets, travel, and even politics. And I’m always looking for recommendations on the next great television series to binge-watch. I also get a better view of what’s going on at the company at all levels.
Twenty years ago, Shelly started one of the first all-remote U.S. companies. See how remote work has given Fire Engine RED a competitive advantage & the four most important words in the employee handbook.
Read full interview from Interview with Shelly, CEO of Fire Engine RED & remote work pioneer.
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