Remote and blended teams represent the modern way to work. Remote workers reap the rewards of flexibility while staying connected with colleagues around the world, leveraging tools like email, instant messaging, and video conferencing. Blended team members benefit from having a physical office space for face-to-face collaboration without sacrificing cost savings from remote working options. Whatever your workplace setup may be, these two alternatives offer creative solutions for today’s digital landscape!
Other variations of remote teams include
Virtual teams:
Virtual teams are groups of individuals who work together remotely but are not necessarily located in the same time zone or region. They may be dispersed across different countries or even continents.
Distributed teams:
Distributed teams are groups of individuals who work together remotely but are not necessarily located in the same time zone or region. They may be dispersed across different countries or even continents.
Mobile teams:
Mobile teams are groups of individuals who work remotely but are not necessarily tied to a specific location. They may be able to work from anywhere with an internet connection, and may be particularly well-suited for organizations that have a large, geographically dispersed customer base.
Hiring Remote Employees
When posting and advertising job openings for remote positions, it is important to clearly communicate that the position is remote and to outline the expectations and requirements for remote work. This can help attract candidates who are interested in and well-suited for remote work.
Evaluating resumes and cover letters for remote positions should involve looking for relevant skills and experience, such as the ability to work independently and effectively communicate and collaborate remotely.
Conducting virtual interviews for remote positions requires the use of video conferencing software or a similar tool. It is important to have a clear plan for the interview, including the questions to ask and the time allocated for each section. It may also be helpful to have a test or trial period to assess the candidate’s fit and ability to work effectively in a remote environment.
Here are some additional tips for finding and attracting top talent for remote positions
Clearly communicate the benefits of remote work:
In your job posting and advertising, highlight the benefits of remote work, such as the ability to work from anywhere, flexible schedules, and cost savings. This can help attract candidates who are interested in and well-suited for remote work.
Look for specific skills and experience:
When evaluating resumes and cover letters, look for candidates who have relevant skills and experience that are important for remote work, such as the ability to work independently, strong communication skills, and experience with collaboration tools and technologies.
Test for technical proficiency:
Consider including a technical assessment as part of the hiring process to ensure that candidates have the necessary skills and experience to work effectively in a remote environment. This could include tasks such as using collaboration tools or completing a project using specific software or technologies.
Use video conferencing software for interviews:
Conducting virtual interviews allows you to meet and assess candidates remotely. Use video conferencing software or a similar tool to conduct the interview and ensure that you have a clear plan for the interview, including the questions to ask and the time allocated for each section.
Offer a trial period:
Consider offering a trial period to assess the fit and ability of the candidate to work effectively in a remote environment. This can help ensure that both the candidate and the company are a good match before making a final hiring decision.
Benefits and Challenges of hiring remote teams
There are several benefits and challenges to hiring remote teams.
Benefits:
Cost savings:
Remote work can save companies money on overhead costs such as office space and utilities.
Access to a wider pool of talent:
Hiring remotely allows companies to tap into a wider pool of talent, as they are not limited to candidates who live in a particular location.
Increased productivity:
Some research suggests that remote workers may be more productive than their in-office counterparts, as they have fewer distractions and can create a work environment that suits their needs.
Improved employee retention:
Remote work can improve employee retention, as it allows employees to have a better work-life balance and can make it easier for them to relocate if necessary.
Challenges:
Legal and HR considerations:
There may be additional legal and HR considerations when hiring remote employees, such as employment laws, tax considerations, and insurance.
Technology and infrastructure:
Remote teams may require additional technology and infrastructure to support their work, such as reliable internet access and the right tools and software.
Onboarding Remote Employees
The suggested process for onboarding remote employees is as follows
Pre-onboarding:
Before the employee’s first day, take care of any necessary paperwork and ensure that the employee has the necessary technology and equipment to work effectively and efficiently.
Day 1:
On the employee’s first day, provide an orientation to the company, including an overview of the company’s mission, values, and policies.
Week 1:
During the first week, provide training and support to help the employee learn the skills and knowledge needed for their role and become familiar with the company’s policies and procedures. This could include online training modules, one-on-one sessions with a mentor or manager, and access to company resources such as policies and procedures.
Week 2-4:
During the second to fourth week, encourage communication and collaboration among team members, even if they are not physically present in the same location. This could include regular team meetings, the use of collaboration tools and technologies, and the establishment of clear communication channels and protocols.
Ongoing:
Foster a sense of community and connection among team members, and establish regular check-ins with the employee to provide feedback, support, and guidance.
Here are some additional points to consider when onboarding remote employees:
Set clear expectations and goals:
Clearly communicate the expectations and goals for the role and how the employee will fit into the larger organization. This can help the employee understand their responsibilities and how they will be evaluated.
Provide technology and equipment:
Ensure that the employee has the necessary technology and equipment to work effectively and efficiently. This may include a laptop, internet access, and any specialized software or tools needed for the role.
Offer training and support:
Provide training and support to help the employee learn the skills and knowledge needed for their role and become familiar with the company’s policies and procedures. This could include online training modules, one-on-one sessions with a mentor or manager, and access to company resources such as policies and procedures.
Facilitate communication and collaboration:
Encourage communication and collaboration among team members, even if they are not physically present in the same location. This could include regular team meetings, the use of collaboration tools and technologies, and the establishment of clear communication channels and protocols.
Foster a sense of community:
Help the employee feel connected to the larger organization and team by fostering a sense of community. This could include virtual team-building activities, social events, and opportunities for employees to get to know each other.
Establish regular check-ins:
Establish regular check-ins with the employee to provide feedback, support, and guidance. This can help ensure that the employee is on track and provide an opportunity to address any issues or concerns that may arise.
Best Practices of Managing Remote Teams
The following best practices could come in handy to manage remote employees
Communicate clearly and regularly:
Establish clear communication channels and protocols, and encourage frequent and open communication among team members. This can include regular team meetings, the use of collaboration tools and technologies, and the establishment of clear expectations for communication.
Provide regular feedback:
Provide regular feedback to the employee to help them understand how they are performing and what they can do to improve. This can be done through one-on-one meetings, team meetings, or the use of performance-tracking tools.
Use technology and tools to facilitate communication and collaboration:
Use technology and tools such as video conferencing software, instant messaging, and project management tools to facilitate communication and collaboration among team members.
Encourage self-management:
Encourage the employee to take ownership of their work and manage their own time and tasks. This can help increase productivity and autonomy.
Provide opportunities for professional development:
Encourage the employee to continue learning and growing in their role by providing opportunities for professional development, such as training, workshops, and networking events.
Flexibility:
Allow for flexibility in terms of work schedules and locations, as long as the work is completed effectively and efficiently.
Challenges of managing Remote Teams
Some challenges of managing remote teams include
Communication and collaboration:
Remote teams may face challenges with communication and collaboration, as they are not physically present in the same location. This can be mitigated with the use of effective communication tools and strategies.
Managing remote employees vs. in-office employees:
Managing remote employees can be more challenging than managing in-office employees, as it can be harder to monitor their work and provide support and guidance.
Culture and team building:
Building and maintaining a positive company culture and strong team relationships can be more challenging with a remote team, as team members are not physically present in the same location. This can be mitigated with the use of effective communication and collaboration tools and strategies.
Time zone differences:
If team members are located in different time zones, it can be challenging to coordinate meetings and work schedules. This can be mitigated with the use of scheduling tools and the establishment of clear communication protocols.
Engaging Remote Teams
Recognize and reward good performance to keep team members motivated and engaged. This could include formal recognition programs, bonuses, or other rewards. Encourage team members to maintain a healthy work-life balance by allowing for flexible work schedules and supporting remote work policies. You can also plan virtual team-building activities that can be done remotely to keep the teams engaged and motivated.
Here are some examples of virtual team-building activities that an organization can do to engage their remote teams:
Virtual happy hour:
Plan a virtual happy hour for team members to get to know each other in a more casual setting. This could include virtual icebreaker games or a trivia night.
Virtual team building exercises:
There are many virtual team building exercises that can be done remotely, such as virtual escape rooms, virtual treasure hunts, or virtual scavenger hunts.
Virtual game night:
Plan a virtual game night for team members to play games together, such as board games, card games, or video games.
Virtual team building workshop:
Plan a virtual team building workshop or training session that focuses on skills such as communication, collaboration, or problem-solving.
Virtual book club:
Start a virtual book club for team members to discuss a book related to the company’s mission or values.
Virtual exercise class:
Plan a virtual exercise class or wellness activity for team members to participate in together, such as a yoga class or a guided meditation session.
Virtual team building retreat:
Plan a virtual team building retreat that includes a variety of activities, such as virtual team building exercises, workshops, and social events.
Examples of companies that have successfully implemented remote work
Here are a few examples of companies that have successfully implemented remote work and have inspired others to follow their lead
Automattic:
Automattic is a fully remote company that powers WordPress.com, WooCommerce, and other popular online platforms. The company has a distributed team of over 1,200 employees working from 72 different countries. Automattic has been a pioneer in remote work and has demonstrated the effectiveness of remote teams in a variety of industries.
GitHub:
GitHub is a software development platform that is used by millions of developers around the world. The company has a fully remote team of over 1,000 employees working from over 50 different countries. GitHub has been recognized for its innovative approach to remote work and has been featured in numerous articles and case studies.
InVision:
InVision is a design and prototyping platform that is used by millions of designers around the world. The company has a fully remote team of over 1,000 employees working from over 50 different countries. InVision has been recognized for its innovative approach to remote work and has been featured in numerous articles and case studies.
Zapier:
Zapier is a software platform that enables users to automate their workflows and processes by connecting different online tools and services. The company has a fully remote team of over 500 employees working from over 20 different countries. Zapier has been recognized for its innovative approach to remote work and has been featured in numerous articles and case studies.
