If you’re a business owner considering growing your company through remote hires or transitioning from a central brick-and-mortar operation to remote offices, take some of these strategic and technical challenges into consideration.
We’re not just talking about occasional work-from-home allowances here. We’re talking a full-blown remote team distributed across cities, states, and even countries. Follow this flow chart to see if your company could be a good fit.
Can your team be spread out across the state? The region? The nation? Does it matter to you or your clients?
Other questions you may consider:
Just how big of a remote team you can build will depend on your industry, company type, management style and structure, and your comfort level as a business owner. In general, smaller teams are easier to manage regardless of the setup.
More important to think about is your ideal team structure. If you’re transitioning to a remote workforce for the first time, will your current management structure work in a remote environment? If you’re building a new company, this question becomes something to keep in mind as you scale strategically.
Be very cautious with management hierarchies amongst your remote team and be extremely clear who has authority in which situations and who reports to whom. You won’t be physically present to monitor these relationships or detect any drama bubbling up, so put a lot of thought into the structure of every team or group. Try to match personality types that work well together, but don’t let your teams get siloed away — some conflict is good for creativity and professional development.
The good news is your available talent pool grows considerably when you expand your search outside of your local area. Unfortunately, vetting and interviewing can be trickier in the process.
In addition to the intangibles you look for when hiring any employee, pay special attention to these attributes and skills when interviewing employees who will work remotely.
While remote companies’ overhead costs can be lower than those with centralized locations, you will still have to make considerable technology investments.
Get our tips for building a tech stack ideal for remote teams.
Now that you are set up for success, follow through by building an awesome company culture.
Culture is something that is always evolving and (hopefully) improving. Building a corporate culture can be especially challenging in a remote situation.
As a business owner or team leader, you must make an effort to connect personally with each employee and create situations where employees can interact with one another. The goal is to keep employees actively engaged with the company and each other to create emotional and personal ties to the company. Even though your employees are not physically present, they need to be mentally and emotionally present.
Consider some of these team-building and culture-creating tips, ranging from free and simple to more expensive and complex.
Whatever makes sense for your remote team, make an effort to communicate and congregate — it will pay off in the form of a happy, connected, invested team.
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