Motivation. When you’re in an office, you can be a hands-on leader more easily. You can pop over to people’s desks, hold meetings together, etc. When running a remote team, you can still do all of those things, but it becomes more difficult. That’s why having great communication channels set up is so important.
Skype chat can be the equivalent of stopping by someone’s desk. Just have everyone on your team on Skype when they’re working. Then that check-in is simple as a chat. Schedule weekly meetings where you meet with the entire team and then smaller groups of people. Do it in a Skype group chat or using a tool like Zoom.
The challenges are definitely there, but with today’s digital resources, there’s a solution to all of them. You just need to figure out which ones work best for you and your company.
Thinking of creating your own remote startup? See how Nathan and Connor built a successful and effective remote team from scratch.
Read full interview from Interview with Nathan and Connor, owners of Freeeup.
Many of the challenges are the same as building an in-office team.
One, we are focusing heavily as of late on talent sourcing. Many recruiting managers overlook the importance of sourcing. They think it’s a numbers game.
I think the more effort you put into this stage, the more fruitful the rest of the recruiting process will be. If in the sourcing stage you are putting low-quality candidates into the flow, the interviews themselves aren’t going to do much to make them better candidates.
A lot of recruiting companies and hiring teams place low-level team members on the sourcing side. That makes no sense to me.
What good does a great recruiter and closer do down the line if in the very beginning of the process low-level team members with no technical expertise are putting candidates who are clearly not the right fit into the process?
If I had to focus on some remote-specific challenges when it comes to building a remote team, it could be the hiring manager’s reference network.
If I hire someone locally, I might have a better feel for the reputation and weight of the candidate’s references or past employers. If the job is open to remote candidates and I want to interview a candidate who is based in Buenos Aires, Argentina, a hiring manager in the U.S. could have a harder time placing weights on the reputation of the candidate’s past employers, references, etc.
This also applies for hiring managers who might be in Los Angeles, and they are interviewing a candidate that lives in Miami, Florida. Perhaps the hiring manager doesn’t share many past connections with the candidate, and it’s harder for the hiring manager to get more meaningful references.
Gino realized how important remote work could be to finding the best talent—see his strategies for building remote teams.
Read full interview from Interview with Gino, a founder skilled in building remote teams.
The challenges in building a remote team are very similar to the difficulties in building a local team. For example:
Finding people oriented to your vision. For remote, you will have to reinforce the mission and the vision further. Once that is done it is easier to ensure you do not commit common mistakes of managing remote workers.
Taking the time to invest in remote workers. Make sure that you spend enough time and attention to the training of remote workers
Creating a culture of collaboration. You need to build an ecosystem with remote workers collaborating just like you would build out locally.
Ayush is a CEO that is committed to helping companies build successful remote teams—see his process and tips for developing location independent teams that thrive.
Read full interview from Interview with Ayush, a CEO and avid remote team builder.
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