How do you support or train your remote managers?

Company Interview with Ivan, CEO of Base B

We provide full guidance and support for teams in collaboration with our clients, although right at the moment, our focus is on mentoring.

If a team member comes to us and says they want to do a specific course or a set of lectures, which require payment, we would be more than happy to facilitate that—whatever people feel is useful or valuable for them as a team.

We offer training on technical matters, but also on soft skills. This training especially highlights the key soft skills of developing the ability to work remotely and to manage remote teams.

For small teams, we prefer not to assign formal project managers, if possible. For teams of that size, we prefer to develop a team where each member has key responsibilities, with an account manager who can step in or discuss practices or methodologies where required.

We prefer setting up flat, functional teams, where the focus is on engagement, accountability, and sense of ownership.

Ivan's company, Base B helps companies build effective remote teams. See the tools and training practices that allow them to excel in helping their clients.

Read full interview from Company Interview with Ivan, CEO of Base B .

Interview with Shelly, CEO of Fire Engine RED & remote work pioneer

Most of our managers are promoted from within, so they know the drill long before they’re promoted.

Each department has its own playbook, which helps get new team members up to speed. Also, our new team members do a lot of “shadowing.”

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.