Being an effective manager is one thing. Being an effective manager of a remote team is another. And being good at one doesn’t necessarily mean you’ll be good at the other—something bosses who make the leap into a remote set up find out early on in the process. It doesn’t have to be this way, though. As you properly prepare your teams, set up effective infrastructure and coach people on the procedure, there’s no reasons why skill sets can’t translate effectively—it just has to be done right. Therefore, let’s have a look at some winning strategies every remote manager needs to be aware of to have success in a virtual world.
Must-Know Strategies for Managing Virtual Teams
This first point is an obvious one: In order to win at the game, you have to play the game. And playing the game in a world of remote companies and cloud-based employees means taking advantage of every piece of tech under the sun—and there’s a lot out there to take advantage of. Some of the best tools are:
Google Drive is one of the most effective tools for working in a virtual team. Having a repository in which numerous people can work collaboratively irrespective of location makes remote working a little less remote.
Zoom is a video conferencing tool with a difference: It allows you to hold meetings with as many participants as you want, share screens and—our favourite feature—control each other’s computers all at the push of a button. That means that when an employee in Sydney needs the assistance of an IT specialist in Melbourne, all they have to do is zoom.
Slack is the most well known instant-messaging tool on the market these days, and it’s prestigious for a reason. The tool is perfect for multiple conversations and group meetings, and it’s logging feature means everything can be traced and analyzed all at the push of a button.
Do regular feedback meetings
In order to keep your teams working effectively, you need to tell them when something occurs that you’re not fond of—and they need to do the same. That’s why regular feedback meetings (weekly, monthly or, at the latest, bi-monthly) help keep things in check. It also gives you the chance to inform your team member of projects that are coming up on the horizon, the amount of time you expect these to take and to get some input into what ideas they have to improve not only the remote set up but your company’s position in the market. After all, you never know until you ask.
Though this might seem like a basic approach any manager should consider, salary is very important when it comes to remote workers. When a person is alone, they know nobody’s watching and they can do what they want, feeling valued enough in an organisation to give specific tasks their concentration is incredibly important. And, despite arguments to the contrary, when you can’t be there to tap your team members on the back every time they do something well, paying them a good salary shows them how much you value them at least once a month.
The final strategy, and the one that’s probably the most effective, is a simple one: Be an inspiration. Be productive yourself and lead by example. Instead of repeating how lucky they are to have a remote job, give them freedom in their ideas and their approach to work, and watch them realise it for themselves. Mentor your team members and coach them to maturity and help them when times get tough.
Ready to take on a virtual team?
If you’re looking to become a remote-first organisation, you’ve come to the right place. Offshore Intelligence is the premier provider of offshore and remote staffing solutions, and we only work with the best talent planet Earth has to offer. If you’re interested in seeing how virtual teams could help improve your organisation, we offer a free, 30-minute consultation to see whether offshoring will work for you organisation. Just click below to book your appointment.