A lot of companies fail to establish a strategy that's going to help them facilitate the creation and growth of their remote teams. Without a clear plan and processes in place, all types of issues can arise: poor performance, engagement, and communication problems, to name a few.
In a business, employees really are your main stakeholder, they'll be the ones that will keep your customers happy and generate new business.
They'll be buying into and executing the vision of the company, so it's vital to ensure they're looked after—even more so when they are remote.
From a leadership perspective, it's common for remote managers to find it difficult to manage remote teams compared to teams in an office environment. Leading groups and people remotely is very different in that you have to create relationships, build trust and create a transparent and supportive environment for everyone to thrive—all over a computer screen.
Throw in multiple time zones and cultures, and that can add an extra layer of complexity. I work with leaders to make this process more simplistic and focus on critical areas of development that not only will help them right now but as their workforce and teams grow.
Shauna is a consultant that guides companies in thriving while remote—see her advice for staying grounded as a remote worker.
Read full interview from Interview with Shauna, founder and business consultant specializing in remote work.
FYI ran a remote work report and found that the biggest issues are communication and loneliness. I’d also say that self-awareness creates a lot of issues with remote work.
You have to self manage without someone else watching over your shoulder. It takes longer to see issues than in an office environment, so you have to see them yourself and ask for help early.
Haley has figured out the way she works best as a VP of Operations. See her principles of remote work and the unique advice a former boss gave her about breaks.
Read full interview from Interview with Haley, a VP of Operations shares her stellar remote work strategies.
Communication is a challenge. The team has to commit to including the remote workers in conversations and stick to it.
There’s nothing more deflating than feeling that you’re living on an island away from your team.
Remote work allows Maggie to live in a small town and excel in her career. Hear about how she stays professionally connected, and her essential career advice for remote workers.
Read full interview from Interview with Maggie, a senior product manager at HubSpot.
I think one of the biggest issues when companies try remote work is finding the best remote talent. When I created an online business back in 2017 (that failed) I had to outsource things that I didn’t know how to do at the time. One of them was SEO (Search Engine Optimization).
I hired an SEO worker to work on my website, and while initially, they seemed to work hard…after one week they made excuses and didn’t work at all. The money that I paid was pretty big money in their country, so I was shocked at how they could not take things seriously.
The approach that I should have taken was to pay via performance only after the work was done. It was a tough lesson in that you can’t be too nice because it’s easy for people to take advantage of you.
When companies hire remote workers, they really have to vet the person that they hire and ensure that they are competent and a team player.
From e-books to blogging, Digital Nomad Sage has become an expert on making money online—see his advice for developing an online business.
Read full interview from Interview with Digital Nomad Sage, an entrepreneur and UX consultant.
This one's easy for me to answer because it always, always, always starts at the top.
If the leadership team doesn't embrace a remote workforce, then it will fail.
We offer specific training for executives to help them get more comfortable with the new ways of working.
We provide relatable case studies and business cases to show how productivity can increase, and you are actually spending less money due to increased employee retention.
Not surprisingly, this area of our business has received the least traction. However, we think it's because it remains the top barrier and a bit taboo. If this sounds familiar and you'd like us to help your leadership team shift their mindset, please reach out. (We won't tell!!)
Melissa started Work Well Wherever to help individuals & companies embrace remote work—see how she balances entrepreneurship, parenthood, & self-care.
Read full interview from Interview with Melissa, a co-founder and remote work champion.
From my perspective, the most successful remote companies appear to be the ones who started off remote. That's all they know, so every part of their company, culture, and employee experience is built around "remote."
I think companies who have been around for a while and then try to adopt a remote mindset... I think that it can be difficult unless you really do your homework.
Thankfully, my company, Atlassian, really did their homework.
We have a dedicated team focused on building a remote culture. For me, making the transition from an office worker to a remote worker was pretty seamless.
Atlassian had the information, tools, and processes in place for me to move into this new way of working and be productive right away. I was really happy with how easy the transition was, and I credit my employer for that, but I also credit some of the prep work I did to get ready for the change.
Jake was burned out on the San Francisco lifestyle—see how he transitioned from working in-office to working remotely for a remote-friendly company.
Read full interview from Interview with Jake, a customer success manager for Atlassian.
As with a lot of areas in life, communication is key. If communication is spotty, then it’s easier for things to go sideways. But if everyone is on the same page and we know who is responsible for what, we can do great things.
A move to be closer to a spouse's job led Tara to remote work—see her tips for staying productive and organized as a full-time remote director.
Read full interview from Interview with Tara, a remote director of research and administration.
Ha! See above. Sourcing and hiring hardworking people who will thrive in this highly flexible environment, and establishing thorough and clear communication protocols is an issue.
Beyond these two, building a robust company culture is absolutely possible, but it does require an intentional commitment on the part of company leadership.
Kristi is a CEO, remote work author, and speaker. In this interview, she shares the impact of new motherhood and remote team leadership on her work.
Read full interview from Interview with Kristi, a CEO and remote team leader.
I think a huge issue is the lack of trust. As I said, I've worked for and with companies who don't trust the work is being done without checking in constantly or tracking work.
Companies need to trust they've hired the right people and those people will get the results needed, no matter when they work.
Remote really needs to be more results-driven rather than who is at the weekly company stand-up.
Kati has made a career at using the internet and gig economy to her advantage—see how she successfully manages multiple side hustles and a business.
Read full interview from Interview with Kati, a co-founder shares her tips for juggling multiple side hustles.
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