How to Manage a Remote Team: 10 Effective Tips for Your Business Featured Image

Many businesses are now expanding their teams to include remote employees.

This can be a great way to save money on office space and increase your talent pool. However, managing a remote team can be tricky if you’re not used to it.

This blog post will discuss best practices for effectively manage a remote team. Follow these tips, and you’ll be able to create an organized and productive work environment for your employees!

Table of Contents

One of the most important things you can do when managing remote employees is to hire self-motivated people who can work for themselves.

This is because they are more likely to be productive, stay focused, and meet deadlines.

They are also less likely to need constant supervision and can work independently. Try not to micromanage. As a result, you will save time and money by not having to manage remote employees.

You can quickly assemble the best team by using HR software that will help you connect with the right people. Look for these qualities when creating your remote team:

  • Creativity
  • Proactiveness
  • The ability to set priorities
  • Self-discipline
  • Problem-solving abilities
  • Willingness to take risks and experiment with new ideas

These qualities are essential for anyone who wants to manage themselves successfully. People who can set priorities, stay disciplined, and solve problems effectively will keep your business growing.

There are a lot of tools that can help you automate tasks that you often do and keep your remote teams organized. This will save you time and allow you to focus on more important things.

There are project management, task management, communication, and more tools. Additionally, several significant time tracking and invoicing tools can help managers keep tabs on billable hours and ensure that invoices are sent out on time.

Managers can save time and energy by using the right tools to accomplish more important tasks. In today’s world, there is no excuse for not using these powerful tools to manage remote teams effectively. Do some research and find the best ones for your needs.

How to Manage a Remote Team: 10 Effective Tips for Your Business - Train And Connect Remote Team Members

One of the best things you can do to support your remote workers is to provide training and development opportunities. You can help your remote staff members feel connected to the company and interested in their work by investing in their professional growth.

Also, training and development opportunities can help attract and keep top employees, even if they live far from the company’s headquarters.

There are many ways to train and manage teams, including:

  • Video conferencing and Team Meetings
  • Online chat
  • Or even just regular phone calls

While working from home can be a great way to boost productivity, it can also be easy to get distracted when there are no set office hours or rules. To ensure that gets done and deadlines are met, it is vital to establish some processes and standards for remote work productivity.

One way to do this is to set regular office hours and check-ins. This will help create a consistent routine and ensure time is set aside each day for work.

It is also essential to make a remote environment dedicated to working, whether a separate room or a virtual office close to home. This will help to create boundaries between work and home life and make it easier for your team to focus on tasks.

You must have a clear and concise communication plan when managing a remote team, as this will help everyone stay on the same page and avoid misunderstandings. You should decide how frequently you will communicate with your team and how you will communicate with them (email, phone, face-to-face video chat, etc.). We recommend speaking with your group at least once weekly through email or video chat.

You need to be clear about what you want from your employees and give them a chance to ask questions or voice concerns. Without proper communication, managing a remote team effectively will be challenging.

Set Clear Expectations For Remote Workers

When it comes to setting expectations for distributed workers, clarity is critical. Managers often assume that their employees know what is expected of them, only to be disappointed when deadlines are missed, or quality standards are not met.

By spelling out precisely what you expect from your team, you can help ensure that everyone is on the same page and that your business goals are met.

Also, clear expectations can help remote workers feel responsible for their work and reduce the chance of mistakes or misunderstandings.

Your team will appreciate having clear rules to follow when it’s time to give out tasks or rate performance. As a result, taking the time to set clear expectations will pay off in the long run for both you and your remote workers.

When managing remote team members, it’s essential to be flexible. That means being open to different ways of working and communicating and being willing to adjust your methods to fit the needs of your team.

Trying to impose your way of doing things on a remote team can be tempting, but that’s often not the best approach. Instead, take the time to find out what your team members like and how they like to work, and then change your management style to fit.

Every employee’s work style differs, and so do their schedules and preferences.

It’s essential to be flexible when it comes to hours and deadlines. With employees in different time zones, there may be times when someone needs to start working a bit later or take a break in the middle of the day.

Additionally, be willing to adjust meeting times to make sure everyone can attend, and be understanding when things come up that prevent some team members from being able to participate in meetings or complete tasks on time.

When building trust and maintaining morale on a remote team, showing empathy and understanding will go a long way.

Gather Feedback

One of the challenges of managing a distributed team is that it can be difficult to know how they are doing. Because you can’t just pop into their office and check in, it’s essential to ensure you are gathering regular feedback.

This can be done in many ways, including setting up regular one-on-one meetings, sending out surveys, or creating a system where team members can submit anonymous feedback.

Regular feedback is essential to making a remote team work effectively. It lets you find problems or areas of concern early on, so you can take care of them before they worsen.

It also helps you to identify areas where your team is excelling so that you can give them the recognition they deserve.

Feedback is the key to successfully managing a remote team; without it, you’ll be flying blind.

Rewarding the success of your remote team shows them that you care about getting things done and appreciate their hard work.

Even if you can’t be in the office together, there are still plenty of ways to show your team members how much you appreciate them and their hard work.

Of course, financial rewards are always appreciated, and a simple “thank you” goes a long way, but there are also many other ways to reward success and show your appreciation. You could:

  • Send them a gift card.
  • Send them a handwritten note expressing your gratitude.
  • Give them public recognition.
  • Give them additional paid time off.
  • Or even arrange a group outing or activity in person or online if you have the budget.

Whatever you do, make sure your team knows you are grateful for their hard work and dedication. By showing your appreciation, you’ll not only boost morale, but you’ll also build a stronger sense of teamwork and camaraderie.

Finally, you need to work on maintaining strong team bonds. While working remotely can significantly increase productivity and decrease office expenses, it can also affect team morale.

When workers cannot connect with their colleagues in person, it can be challenging to maintain strong bonds. However, there are a few simple things leaders can do to help their team members feel connected, even when they’re not in the same physical space.

  • First, it’s important to schedule regular video conferences so that team members can see each other’s faces and interact in real time. First, it’s vital to set up regular video conferences so that team members can see each other’s faces and talk in real time.
  • Second, think about making an online chat room where employees can hang out and get to know each other when they’re not at work.
  • Finally, encourage team bonding activities such as group outings or happy hours.

Taking these steps can help your remote employees feel like they’re part of a cohesive unit, even when they’re not all in the same place.

There are a few key things to remember when managing a virtual team effectively. First, it is crucial to establish clear expectations and goals for the team. Without this, it will be challenging to measure success and manage performance. Second, regular communication is crucial to keep everyone on the same page and avoid misunderstandings. This can be done through video conferencing, phone calls, or regular email check-ins. Third, it is essential to give team members the freedom to work independently while providing support and guidance when needed. This balance will help foster a sense of ownership and responsibility among team members. Finally, it is essential to be flexible and adaptable when working with a virtual team. Things like time zones and different work schedules can impact the way work gets done, so it is vital to be accommodating where possible.

My biggest challenge is maintaining my sanity. I have a full-time, on-site employee. I manage a distributed team. I can’t be everywhere at once.

Many remote team members are just as good, if not better than I am. As a result, I work with teams they don’t know well, and I usually don’t have the same accountability as they do.

So, how do I deal with that? I manage a remote team like I manage my on-site team. I look at every employee as if he or she were sitting in my office. If someone misses a deadline, I expect an explanation and a plan on how it will be made up. If someone is late, I ask him or her for a reason and guarantee it won’t be repeated. My on-site employees know better than to slack off and know that if they consistently don’t meet their deadlines, I’ll call in extra help. My remote employees know that same thing.

In remote work, employees are located remotely from their employer’s office. Remote workers must be self-disciplined and good at managing their time and energy. Employees who are paid by the hour are often held accountable for billable hours, which can be a problem among remote workers who are often most productive after finishing their regular tasks.

Remote workers have more flexibility in their schedules than office workers do. When office workers need a break but can’t leave because they need to meet a deadline, a remote member can typically take a lunch break, walk the dog, or read a book. Remote workers can often work more productively because they avoid interruptions and are not distracted by office politics.

Flexibility is the key. employees have more control over their work and are generally happier. Remote members

enjoy a better work-life balance, and more people are starting to recognize the benefits of working from home. Remote (WFH) workers

are more productive because they don’t have to move about and spend time commuting and can multitask more freely.

At a remote organization, culture is different because there is no one cultural norm. The remote workers are either part of a big company or organization or freelancers. They work in the IT, financial, marketing, advertising, or design industries. Culture is slightly different for all these industries.

The acceptance of culture at a distributed organization depends on the size of the remote team. The remote team cannot expect to follow a particular norm if they are a part of a small team. The remote unit should be flexible and adapt to the new environment. They should not be afraid of challenges.

The remote team should not expect to work efficiently in an environment different from what they usually work in. Measuring output will not be the same as at a regular office. They will have to measure output on metrics like the time given to complete a task or time spent solving a problem. They must work on a particular job till it is finished and should not multitask.

I think remote teams can be highly effective. The critical determinant is the team members’ work ethic. Some companies have a “we believe in working when it’s most productive for you” policy, and these teams can be far more productive than their in-office counterparts. The same thing goes for getting the most out of your distributed workers. Some managers are impatient with distributed workers and think their work is sub-par. But I’ve worked for companies where remote employees outperformed their in-office counterparts regarding productivity. For the work being done, distributed workers are far better than the other options and should be compensated accordingly.

Manage a remote team of workers can be challenging but doable with the right tools and techniques. By following the tips we’ve outlined in this blog post, you’ll be well on your way to creating cohesive and productive remote team management.

Have you tried any of these methods for managing your remote team? Do you have tips for successfully managing remote teams? What worked (or didn’t work) for you? Let us know in the comments below!

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Ruhani Rabin being a tech and product evangelist for almost 20 years. He was VP, CPO for various digital companies. Plays with Drones in his free time.

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Ruhani Rabin

Ruhani Rabin being a tech and product evangelist for almost 20 years. He was VP, CPO for various digital companies. Plays with Drones in his free time.