It’s tough to manage remote teams, complete the goals and remain on the same page when everyone’s working remotely.

This is the time to learn from ‘Basecamp’, a top remote company that has been managing remote teams and has been running successfully for years now. 

The first time companies are scrambling to figure out what to do, how to run a remote company, how to work from home, Basecamp has been doing this for 20 years so they thought that it would be good to be there to offer up some advice and help people out with this because people are struggling with manage remote teams and to run a remote company.

We are going to share with you some excerpts from the recent talk with Jason Fried and David Heinemeier Hansson in which they have answered all the questions about how to run a remote company and how to handle this difficult situation going on around the world.

 “Companies begin to simulate the office remotely which is not really the right way to do things. Although it’s the natural way to do things, it’s a wrong approach.

It reminds me a little bit of back in the mid-90s when the graphical web browser first hit, most websites started to look like cd-rom interfaces and DVD interfaces because it was basically like a direct port.

It’s like we don’t know what this new medium is so we are just going to port this design over from the way we interact with DVDs or CDs on to this other new medium.

And I feel like that’s kind of what’s happening now or what people are struggling with. Like they don’t know how to be working remotely so they’re trying to simulate what it was like to work in the office, which means people are having the same number of meetings.

A bunch of companies is turning on perpetual video streams on everyone’s computer where people are able to look at each other all day long while they’re working remotely or taking a picture of people every 10 seconds. The idea to simulate what it’s like being an office where you can see everybody at home is wrong.”

If you threw me a trombone and said go play something I’m like I don’t know what I’m doing I would suck at it and a lot of people are going to suck at working remotely for a while but there are huge advantages to working remotely.

One of these is that there’s a mindset shift it’s not just about working remotely and trying to simulate what it’s like to work locally it’s about actually giving people more time and attention to themselves it’s about being more asynchronous so not turning everything into a real-time situation.

Here are some of the practical questions answered about how to run a remote company, how to manage remote teams, how to work from home and all the related questions.

1. How to conduct real-time meetings while working remotely?

 It’s really easy to pull people into an office or conference room at the office which is why people have meetings all day long. So when you’re managing remote teams, you don’t just throw people in a video chat all day long.

Have fewer of these things and write things up instead of disseminating information so people can absorb this information on their own schedule.

These are some of the ways you can begin to shift the way you work. This is actually an opportunity to rethink the way you work. It’s actually like being thrown a little bit and having to look around and think where we should go next.

These are these moments that we don’t often have at the office because most companies are pushed by momentum. They’re gonna keep working the way they’ve always worked and they never have a chance because everyone’s always so super busy.

2. How do you know what people are doing when they work from home? How do you know if people are actually working remotely?

The answer is you don’t need to know what people are doing all the time. You don’t need to know what people are working on. This is an opportunity to rethink the way you work and do some things in a new way that we think actually gonna pan out in a big way for you over the long term.

When you switch into this new mode where you have to run a remote company, it’s not about getting everyone together at the same time. Do the status meeting not as a meeting but as ‘write-up’ and do the pitch of something you want in the form of a write-up.

If you always have let’s say a ‘Monday morning stand up’, where everyone’s around a room, cut out that Monday morning stand up business meetings and instead just allow people to talk about what they did last weekend or what they are planning on doing this week. So substitute some of that work for some life.

That meeting that you probably have Monday morning you probably don’t need to actually have that meeting. What’s probably more valuable as a social component right now is to write those things up and disseminate those things so people have the information on their own schedule.

3. How to make people working from home remain connected and not feel disconnected?

The whole reason we’re managing remote teams is social distancing. Let’s say like six months from now hopefully nine whatever it is when we can finally get back to normal, I think what’s going to happen is there’s going to be a hybrid shift now.

Some people are going to be working remotely even after this because people find out that it works pretty well. Some people who work from the office are gonna have more physical interactions and are gonna be together more.

They’re gonna do some things that you can’t do working remotely that’s gonna happen.

However, there are some techniques that we use at Basecamp, a feature called ‘automatic check-ins’ and this is a feature that automatically asks people questions on a given schedule automatically so.

For example, every Monday morning,  Basecamp asks our entire company automatically like what’d you do this weekend.

Now, this is a totally optional question, you’re free to share or not. But the point is, it prompts people to share some of what they’ve been doing outside of work with everybody else.

So, we’re all not all together physically but this is a way to share those moments with one another so we get to see a little bit of each other’s humanity.

4. In a workplace with a mix of local and remote workers, what are some good strategies for making remote workers feel more connected and not left out of office events?

Don’t have five people sitting around a conference desk and then one person dialing in from the outside.

This is how a lot of people get a bad impression of what it is to work remotely because they get this experience where those five people around the desk are all connected, there’s no lag and then someone is calling in from the outside and it seems like they are just from another planet and it makes them feel disconnected and left out of office events.

So even if you have the set up where some people are at the office and some people are work from home, level the playing field.

When you do a call that requires remote workers to do it all remotely, get into your own offices, sit at your own desk or whatever and use a video chat system instead.

The absolute worst way is these conference phones where you mix people in the office with people working remotely.

The better way is becoming better writers, becoming more frequent writers and making that the default and then occasionally leveling up to having a call when you actually need to debate something.

Leveling the playing field is important. It makes everyone feel the same.

It also helps in reducing complexity because if you give them one message to one group, one way and another message to another group another way, inevitably the messages are gonna be slightly different and you might leave out some information to one or add something to the other and you’re gonna wonder why didn’t those people know about this. Well, you told two different things so by writing things up, there’s a central source of truth.

5. How do you qualify employees and gain trust if you don’t meet in person?

You don’t hire someone you don’t trust and then wonder how to trust them. We’re very careful about the hiring process, we spend months and months hiring an individual person.

We go through many rounds of interviews. Trust is something you feel about somebody and you get there by asking different kinds of questions and seeing how responsive they are and seeing how good they are giving feedback and talking to people who they’ve worked within the past.

Those are the kinds of things that you do but once you hire someone you must trust them.

You can’t figure that out later so my bigger point here is that you’ve got to suss that out during the hiring process and then once you have someone on board you must trust them.

By the time someone is hired, if you extend trust to them, they’ll give trust back to you. But if you start out not trusting them then the natural response from them is not to return the trust.

6. How do I know someone’s working remotely if I can’t see them well?

What is seeing somebody have to do with judging the work, looking at someone pound away in a keyboard tells you nothing.

All it tells you is someone’s pounding away on a keyboard, looking at someone playing with Photoshop or sketch or whatever they’re using doesn’t tell you that they’re designing anything, it just tells you that they’re using a tool.

You have to look at the work itself and the work can be looked at from 6,000 miles away.

It doesn’t really matter where you are so this idea of trust being a physical quality is also not true. You don’t trust someone more because you can see them than someone who you can’t see.

Lack of trust is a projection of someone’s own insecurities as a manager that you’re incapable of evaluating the work on the basis of the quality of the work because maybe you don’t know the work maybe you just don’t have the capacity or the insight to sort of that’s whether the work is good or not or it’s done in a reasonable time or not.

If these things are true, you’re unqualified to be a manager.

If you cannot assess the quality of the work that’s being done on your behalf or in your direction, you’re unqualified to be a manager.

The hard truth is there are a lot of unqualified managers and they help breed this idea of trust when they can’t see someone working physically.

7. How do you suggest we handle the situation where we haven’t ever been a remote company till now?

You’re dropped into a bit of a new world and you have to learn some new habits, learn some new skills. Everyone can work remotely like it’s not rocket science in that sense.

There is a new set of skills and there is a new set of habits you have to develop but everyone is totally capable of learning those things. We wrote a whole book about it called ‘Remote office’.

There’s a set of skills that you just gotta try doing. First couple write-ups, the first pitch is gonna be a little bad. but the thing here is that we’re gonna be here for a while.

So better start learning now and just get better at it and at the end of it you’re gonna be pretty good.

8. How can we help teams transition through this and what are the best training practices that can we provide?

To help teams transition through this, Leadership needs to have a certain degree of empathy here and we recognize that people are gonna suck at this for a while.

One thing I would encourage you to do is just simply write as you talk sometimes actually not even sometimes most of the time.

Businesses need to curb their ambition a little bit right now and recognize that people have to adjust, they have to adjust at home, they have to adjust at work, there’s a lot of adjustment that’s going to happen and you can’t pile that in and have the same expectations of work getting done as you did three weeks ago so maybe 20% of the time right now is spent on learning how to work remotely.

I think that this is going to be a sea-change shift in working from home. A lot of companies are going to allow people to continue to work from home and so this is a new skill to develop and a new opportunity here.

9. How to handle video meetings with more than 20 people, what are good rules and how to moderate this?

The reason people have a lot of people involved in meetings at businesses is that they have large conference rooms and large conference tables and around those large conference tables are a lot of chairs and empty chairs aren’t a good look so you fill up rooms with more people.

We don’t have to have twelve empty talking headboxes in your video chat thing if there’s only three people or four people that are required to jump in.

Let’s say you only need five and you had twenty before, 15 people just got freed up to do some other things that are really important.

“Having 20 people and having 20 people’s opinions present doesn’t lead anywhere good, it actually leads to indecision.”

We have used video chat systems in the past and the way we use it is everyone is there on it but a very small number of people actually interact and everyone else just sees.

It’s almost like a theater-based operating room. You have a spectator group of perhaps another 20 or in some of our cases we’ve had forty people who watch that surgical group does the remediation on the problem and others are taking that information and learning from it.

10. How do you prioritize your tasks that need to be done or in general what is your productivity system?

We wrote an entire ebook called ‘Shape up’. It details how we prioritize work at Basecamp as a software company. The idea is of not using estimates.

A lot of companies think accountability means asking someone to guess about the future and then if that guess is wrong then they’re bad people. That’s sort of a summary of accountability.

A lot of firms seem to run on it. It’s a really poor version of accountability.

A lot of especially creative endeavors cannot be estimated to any reasonable extent because you don’t know really what you’re building.

So inevitably what happens is that the estimate gets wrong and then someone gets sucked in to working overtime or doing other things.

What we do at Basecamp is we instead do budgets, so we say this general concept let’s say we’re working on a new feature it’s worth three weeks.

Make the best version of what you can of this general fuzzy concept that’s just outline sketched in three weeks and we will trust you to come up with the best version within that time, if it’s gonna take six weeks, it’s not worth it.

Say this is worth three weeks, make the best damn version you can within that and then down the ship. So that is basically the idea of keeping the scope flexible.

It’s easy to get lost in these individuals ‘To Do’s’. Rather than this, thinking what am I trying to get done this week is the right approach. Plan major projects which you need to move forward.

A lot of people end up trying to track things into doing this or otherwise and then at the end of the week they’re like wait what did I get done, what did I actually move forward.

“Instead of looking back that you checked off 122 dues, I’d much rather look at 12 peek picture of things I’m trying to move forward and that that’s enough.”

A big automatic check-ins feature in base camp asks everybody at base camp what are you planning on working on this week and people write up with a plan I’m working on and usually, it’s a few bullet points four or five or six bullet points and some big picture ideas.

11. Not everyone can do remote work, it’s not job-related but person-related. What do you think?

I believe everybody can work remotely. Of course not if you work in the retail industry and you need to be on the floor or you work in a restaurant.

But if you do information work and the examples here developer, designer,  product manager, whatever these are all informational

work. If work can be done on a computer it can be done anywhere. Everything I do lives on a 13-inch MacBook Pro, I can do that in the person sitting next to someone, I can do it 4,000 miles, the work is happening on the computer so it doesn’t matter where I am.

There are certain people who feel like they need to thrive around people and I understand that especially during this time it’s going to be harder for some of those people to not have the human connections that they’re used to having. Everyone has to make some sacrifices.

12. How would you host a brainstorming meeting? We’ve done this in person, therefore, how do we do that same thing remotely?

Brainstorming should actually be done individually and then you bring those ideas to the group and then you can discuss them versus coming into a room with a blank slate.

In brainstorming, you got a bunch of people together in real-time and they start shooting from the hip and sometimes good things come out of that.

But what I think is even better things can come out once you plant a seed, you post a pitch and you give it a day or two days for people to let it marinate in their brain maybe even sleep on it and then they’ll either present their own ideas back.

13. What do you think are the key things I can do as a manager of a small team to make remote working a great experience?

Empathy is required and also pausing expectations is required.

You need to cut back your ambitions a little bit you need to have some time for people to adjust, you need to get let people get used to things, you need to let people get their home office setup, you need to let people get the equipment if they don’t have any.

You cannot just assume the business is gonna continue as usual you have to dial back ambitions. I think it’s all it’s incumbent upon leadership to slow down, to chill out for a little bit to relax to give people some space to figure this

out amongst themselves. David said it’s not that challenging it’s just different and anything that’s different takes some time to break some habits and get used to some new ones so that’s the advice I would give.

If you pile four or five different tools in front of people and try to onboard them in four or five different tools and there’s no system in place. People are gonna go where I put the information.

I would encourage you to use Basecamp but you can use whatever tool you want.

“Pause your expectations and dial back your ambitions for a little while.”

14. How do you get aligned with coworkers without interrupting them through chat, phone calls and respecting their time?

You don’t need to be aligned all the time. First of all, you should be able to slide past one another. When you need something from someone else, ask but don’t have an expectation of an immediate response.

When you have expectations of immediate response, you end up driving other people crazy and it’s actually quite arrogant to ask something of someone and expect them to get right back to you right away.

It’s like saying that whatever you’re working on is far more important than what they’re working on. So the idea here is to relax your expectations of one rather, build a little bit more self-reliance.

On Basecamp we have all the tools right like that there are direct messages and the pings and there’s a chat and it always seems like that’s the easiest way to do right.

It’s valuable to protect your time. The entire day is not for team collaboration, you trying to be kind and responding to everyone will end up at the end of the week and have not gotten things done you want to do and that’s not a good place.

Both the self-care and the collaborative care are that you take time away from yourself and you reserve hours where the main thing you focus on is your solo deep work and it’s only emergencies that should really burst that membrane.

Most people don’t even have control of their own day and so you can’t expect people to get work done if they don’t even have control of their own day.

So at Basecamp, we prevent people from taking each other’s time systematically if you want someone’s time you simply ask for it. It’s a negotiation, it’s valuable.

“If you want to put something on your calendar, you should put it there even if someone asked you for your time, you should put it there, you should not let anyone else put anything on your calendar.”

15. How would you encourage leaders to prepare? What if we have a deadline to launch a product?

You must relax your expectations. We have this product called hey coming out in April well it’s not going to come out in April anymore, it’s going to come out later than April.

We have to slow down a little bit right now. We have to let people spend some more time at home especially people with kids at home who are now in charge of the health of childcare.

Launching a new product in the middle of the pandemic is probably not a very thoughtful thing to do. Do not make your team feel anxious about hitting that deadline.

It’s very important to just be very clear and to be very understanding and show that as a leader, as an owner to your team that you understand the reality on the ground and it’s not about we need to buck up.

There are certain industries where like people probably have to put in more time now like people who are researching a vaccine, people who are creating masks. Understand that it’s a national and a global emergency.

I’d say the number one thing to remember here for all product companies is that all deadlines are made up there by us. We invented them, we could reinvent them and we can change them now.

When you set the deadline, there was a reality and now there’s a new reality you have to also adjust the deadline given a new reality.

You cannot ask people to do more work in these kinds of times unless the work is critical life-and-death work.

“Deadlines are very useful important tools but if the ground shifts you’ve got to shift the deadlines as well or or eliminate the deadlines.”

16. Our company is not realizing the gravity of the situation and not allowing people to work from home. How can I best nudge our bosses in the right direction with this stuff?

Call that out and publicly leak it and get it out to journalists.

I talked to a ton of investigative journalists who are thankfully working on stories right now calling companies to account for their shitty practices if they’re forcing people who could work from home to come into an office.

You would lose your job if you work at a place where they have still not gotten the memo despite everything that you should not be working from an office if you could work from home.

You should take your precautions accordingly now. There’s a lot of information out right now, there’s a lot of great write-ups of what happens with social distancing.

So part of this calling out of companies that are not allowing people to work from home who could work from home is I set up this email address called Corona- reports at Hakam where people are essentially leaking bad places of employment and they’re sending in these announcements.

17. How do you set up a culture and understand cultural fit when building a fully remote Organization?

Culture is not something that’s created, culture is something that exists.

I’ve seen a lot of companies with long lists of missions and statements and who we are and what we are and if you secretly pulled every employee into a room and said is that who they are they would go no that’s not how it is here let me tell you how it actually is and how they tell you it actually is the culture that’s what culture actually is.

Seeing people in person doesn’t create a culture either. Culture is how you treat people, how you work with people how patient you are with one another.

These are the things that you actually do, how you ask for feedback, how you give feedback, how understanding you are when people have to be out for a few days or whatever it might be. It’s the things that you actually do and that is independent of location.

“Culture is the byproduct of consistent behavior. It is what you simply do that’s what culture is.”

We typically do something once a month called the 5 by 12. 5 meaning 5 people and 12 meaning one month per year. We pull in five random people and they get an invitation about an hour or something before this even.

We do a video chat once a month with five random people across the company and it’s about a one-hour chat and it’s it can’t we cannot talk about work.

There’s no work discussion whatsoever and this is about mixing people who often don’t work together because people are pulled from different departments.

Since these people don’t often work together, they get to know each other by talking about life and whatever that’s there on their minds.

We also ask people what they have been reading and people share book reviews and topics that they’re interested in. So people can get to know each other in a way that maybe you might get to know each other around lunch if you are physically in the office.

These are the sort of conversations you might be talking about in physical proximity which you might not talk about working remotely but we kind of encourage people to do that so we do that once a month and we transcribe that call and then everybody in the company gets a copy of that transcription so the five or seven people that are in the call get to have the real-life experience.

People can read up on it later if they choose so they’re part of it as well.

A number of employees who never work remotely before who work here now who say they know their co-workers far better than they did at the other job even though they barely see anybody.

So you can really make sure people know one another even if they don’t see each other. We have also written a book called ‘Rework’ which better describes our culture and how we work.

18. How do you help first time work from home employees to ensure we are getting the most out of them?

It sounds like you’re trying to extract or squeeze and I’m not a fan of that method of management.

I think what you want to do is to get the best out of somebody and the best is not the most. So what you want to create is an environment where people can do the best work of their lives.

This is not work from home versus local this is just what is your environment, like how much autonomy do people have, how much trust today do they feel, what size is your team.

Having too many people involved in a project that makes it really hard.

For people to do the best work of their lives, you need to take care of them by paying them well. If someone needs time off or needs something to deal with, help them in the best way possible.

“Create an environment where people can give their best and want to give you their best.”

If you don’t have an hour or two, a beautiful 3 or 4 hours a day to yourself it’s gonna be very hard to do your best work.

And I think most people, if they pull their calendar up right now they’d go like, “It’s like Tetris, there are boxes everywhere and no time for myself. Oh, there’s a little small gap so maybe I can fill that with something.”

That’s not an environment where you can do your best work.

19. How do you manage boredom and anxiety while working remotely?

While working remotely, this is a real thing for a number of people. First of all, talking about it is the first thing you need to do if you feel isolated or lonely.

Tell your teammates, your manager or your team lead. People are very accommodating and understand these situations because a lot of them would have dealt with that.

Using chat for the social connection is really nice, just that don’t have it necessarily open all day long, that’s not great but you can just check in on it a few times during the day and feel like you are part of something even when working remotely.

We’re in an extreme situation right now where we shouldn’t be outside of our homes or talking to anyone in person. In normal times what I would encourage people to do is to get out of the house and take a walk, do something else for a while.

But right now, Social distancing is going on and you need not go out.

We need to support the economy right now.

“Break your day up a little bit, just make sure your team is in the loop.”

To get rid of boredom and anxiety, break up your days. That means just watch some TV or do whatever else that makes you feel comfortable.

Maybe making a hot pot of tea or making yourself lunch. If the feeling of working remotely is what’s isolating then you want to break up the feeling of working alone by not just working alone. You need to do something else for a while.

“Empathize with one another, sympathize with one another and share art.”

20. Should companies notch up on surveillance right now? I want to take a picture of everyone every 10 minutes to make sure they’re at their desk. I want to turn on presents so everyone knows like this person’s available or away or a yellow dot or red dot or green dot.

I would really encourage you not to go that route. Do not implement things where you’re watching people all day.

Do not expect people to be available all the time, you don’t want people to feel like they’re being watched, you don’t want people to feel like someone’s looking over their shoulder virtually.

You’re not gonna get the best out of people if someone’s thinking they’re looking over their shoulder all the time.

It’s especially awkward for people who are working at home who might be working out of their bedroom because they don’t have any other space to work and now the camera is shooting their family photos or the stuff on the bed or whatever.

Don’t try and simulate the physical experience of the office at home. Take advantage of the remote work which means distance, time, space, attention, autonomy and trust.

These are the things to invest in now and when you get back to working in an office perhaps these are the things which pay off.

We at ‘EngineerBabu’ also use ‘Basecamp’ and it’s just awesome. Thanks to Jason and DHH for giving us Basecamp. Basecamp has made ‘Work from home’ possible for us and to run a remote company.

The post How to run a Remote Company – 20 Practical Questions answered by the Basecamp founders appeared first on EngineerBabu Blog.

With the ongoing pandemic unfurling across the world, the day-to-day livelihood of the masses from several nationalities and strata of the globe has been massively constrained. 

Considered as the Black Swan of 2020, the coronavirus outbreak and spread has jeopardized the world economy massively. 

The organizations are seeking feasible means to manage their routine operations while keeping essential health precautions at hand.

Looking at the exponentially escalating statistics of the deceased and afflicted people with COVID-19, it appears that it will take a significant amount of time, possibly months, to be assured that the pandemic has been controlled. 

Also, the global economy will take even longer to recuperate from the devastating collapse. As of now, there is no resolution to the fear engendered among the public. 

Inculcating awareness among the general public is the only solution. Notwithstanding, closing the business operations is not the apt proposition to it as it can cause substantial economic damages to your business. 

In such times, to ensure the smooth flow of routine business operations, remote work is the only way out. Ironically it is at such adverse times when the organizations are realizing the value of remote work in today’s online and well-linked world. Organizations like Basecamp, Zapier, Buffer, Automattic, and GitLab already run on a completely remote team set-up. 

Necessities for efficient remote work 

Driving and managing a remote team can be challenging and daunting at the start, but it can give magnified outcomes if appropriately managed. Here, we discuss how to manage your remote work as well as the team in such unfavorable situations effectively. These guidelines can even be followed irrespective of the extreme circumstances. 

• Set rules for proper team engagement

Working from home is particularly well suited for tasks assigned to people individually. However, when big teams need to contribute and collaborate for a project in a remote set-up, it becomes cumbersome to manage the workflow. The team needs to make proper guidelines and rules so that the mode and channels of communication are well defined and in proper sync. Proper rules to engage teams like specific communication hours, predefined workflow, etc. are very crucial for an organized remote team set up.

• A structured and organized way to engage

A well-structured way to communicate is a must in remote teams. This not only ensures the ease of work but also tends to save a substantial amount of time on the iterative follow-ups. It is advisable to set a predefined timeline for each team and its team members to get updates on the progress of the tasks. Keeping the deliverables and the time-frames in mind and not micromanaging is the key to communication. For this, make sure your company is using the best software tools to ensure a secure and smooth flow of conversation without any time lag. 

Recommended Reading: How to Effectively Manage Remote Teams

Make sure you frame rules around the following aspects:

1. Efficient and quick mode of communication
2. Smooth channels of communication
3. Set a specific time to get routine updates
4. Timelines for work deliverables
5. Avoid unnecessary follow-ups.

• Focus on meaningful communication

Effective and meaningful communication requires proper context to grow the discussion. Communicating the right thing in the wrong time or place, or without any essential information only leads to more iterative work and important communication being missed out or miscommunicated. Hence, always give importance to imparting the right information at the right time to the right set of people. This helps in keeping the communication meaningful and avoids unnecessary time wastage and information overflow.

• Don’t rush into hasty decisions

Trying to rush important judgments only leads to high chances of poor decision making and less progress in the long run. Important and crucial discussions should be given due time to unfurl and consideration for meaningful outputs. Straightaway hurrying to get an answer and a decision with immediate responses is uncalled for in a remote setup where everyone needs time to sink in the information and respond accordingly.

• Pay attention to reflection time after work

For efficient productivity, make sure your employees are aware of the work they were supposed to deliver and how they are progressing to accomplish their goal? For these companies like Basecamp focus on the concept of strong reflection. At 16:30 p.m on every workday, Basecamp (the product) automatically asks every team member about what work they accomplished that day. The answers are shared with everyone in the organization. This helps everyone to stay in touch with the common goal towards which they are working. Also, one gets time to reflect upon what they were supposed to do and what they accomplished on that day.

• Grease your team’s social gears occasionally

Remote work might get monotonous when everyone is working from home for days with no social connection. To ensure the team is well connected, irrespective of the professional links, you must inculcate a culture of communicating as well as sharing things beyond work. This might include team members sharing their hobbies, new ideas, their experiences on things outside the workplace, etc. This is a very good way to each other in the team beyond our professional skills. The better the team members know each other, the better they work together.

• Prefer written communication to verbal conversations

When you write something, you are more attentive as it is more responsive than reactive. Hence, chances are for written communication to be more thoughtful and in the right direction as you take your time to think and write. Verbal communication is helpful only for meetings and discussions that have short term deliverables at stake. However, for the long term reference of such discussions, it is imperative to have a written communication like making the meeting notes in a meeting because it helps everyone to keep a track of the way things are progressing ahead. These written notes help future employees/new hires or the people who might not have had the opportunity to be a part of the meeting/discussion. They can always go back to their written communication to understand the essential details discussed.

Recommended Reading: Hiring Remote Software Engineers with EngineerBabu

Additionally, written communication should be preferred as it leads to less number of redundant meetings, video conferences, video calls which are susceptible to be interrupted easily in real-time.

• Conduct meetings with proper agenda

While your team is on remote work, it is very important to have an agenda before you start a meeting. This not only helps in saving time in unnecessary discussions but also aligns the team to stick to the basic agenda. Going back to the agenda of the meeting makes sure that the team is aware of the meeting’s progression. Further, the action items of the meeting help the team to get the gist of the meeting and provides a base for the upcoming meeting as well.

• Follow work from home etiquette

Make sure that your team members are well aware of the work from home etiquettes. Train the employees to respect the time of each other. An hour’s meeting means a combined five-hour meeting for the whole team members. Whenever you leave your desk for lunch or you go out, do not forget to inform your team about the same. Such small gestures make a lot of impacts when there is a large team of remote members.

• Focus on delivering quality

Focusing on the quality of deliverables rather than the quantity of work makes a huge impact in the future of remote setup. Once your team starts to deliver quality work than quantity focused work, you not only win more clients but also automatically improve in providing a better and rich work culture to your team. Hence, start focusing on quality than quantity for long term viability.

• Have a strong arsenal of tools at your hand

When working remotely, real-time communication should be established robustly as it tends to be asynchronous at times. Usage of an efficient basic tool-set that keeps everything together and works as a single source of truth for everyone across the company for any reference is a must. Hence, make sure you have a robust set of tools and software when working remotely. 

5 Best tools to streamline your Remote Work

Here, we enlist some useful tools that might help you while working remotely in an offshore set-up:

1. Basecamp: It is a project management tool started by a remote team to keep and track the progress of your projects under one umbrella. It is a cloud platform that helps you to look at the updates, tasks, progress on projects, delivery timelines, and group chat with team members. You can create multiple groups, plans, and kanban charts on the platform. This one tool is enough to organize your remote work from home.
2. Everhour: Everhour is a time tracking software equipped with budgeting, scheduling, expenses tracking, and flexible reports. You can easily sync Everhour with any project management tool that you use like Basecamp, Asana, Jira, Trello, etc. If you sync your project management tool with Everhour, this will help you to plan your team capacity. This is one of the best and effective ways to get reporting at $7/user/month. 
3. Desktime: Desktime is a real-time time tracking software that analyzes the productivity of your remote employees by capturing productive hours on allowed tools. Using this tool, you can easily track productive and unproductive apps and tools that your team uses. The tool is very simple and easy to use that you can use for monitoring your team’s daily activities, sick leaves, vacations and overtime with ease, and get a clear overview of your team’s workflow.
4. Zoom Meeting: Zoom provides remote conferencing services that combine video conferencing, online meetings, chat, and mobile collaboration. Zoom meetings help a lot when you want to conduct meetings in real-time. As written communication is more susceptible to wrong interpretation from people, zoom meetings are the one solution where people can communicate face to face via videos in real-time. 
5. Slack: Slack is an instant messaging platform that can be of great utility in such times. It is designed to replace email as your team’s primary method of communication and sharing, as it is more time-consuming. Slack’s workspaces let you organize conversations by channels for group discussions and allow for private messages to share information, files, and more all in one place.

Productivity beyond locations at EngineerBabu

Being a professional agency that provides the best remote teams to our clients, we have acquired the flair to manage remote teams and work for clients in different geographical locations as well. Understanding the value of the outcomes, EngineerBabu has been following the remote setup since our inception. While our teams work for remote clients, we make sure to provide swift project kick-off, timely project delivery, flexible work schedule with confidentiality, and security. Referrals from our satisfied clients earn s per the stats, 25% of our clients. Thus, our work speaks for itself, justifying the power of remote work – when appropriately managed.

Excellent and productive work should not have limitations to a particular location or workplace. The way of work, the mode of communication, the tools used for employment, etc. are just a medium to get the desired outcomes on time as long as the deliverables are being met with full productivity, as per the timelines, nothing else matters. We believe what matters is the quality of work that is being delivered, not the number of hours put in to do the work.

With the growing trend of digital nomads, as more and more companies are choosing to go with remote set-ups, the solutions to constraints faced by remote teams are becoming more addressable and easy to enforce. When corporations get over with and find fixes to these obstacles, they benefit from the rewards of leading a well-built & robust remote team like EngineerBabu. We hope this guide was helpful to you. If you need any more suggestions or tips, please feel free to write to us at mayank@engineerbabu.com or talk to us right now.

The post Manage Remote Work during Coronavirus Outbreak appeared first on EngineerBabu Blog.

Growing Beyond Conventional Office Routine

Gone are the days when organizations followed a 9-5 workday. As the nature of jobs is perpetually reshaping, so is the manner in which processes are defined within organizations with ceaseless evolution. If we talk about the employees, everyone’s way of working and performing speeds are different. Unlike the traditional job settings, remote work facilitates the employees the comfort to work from where they’re not just at ease but most contributive as well. Companies also have grasped the fact that it is the outcome that matters at the end. Hence, to solely meet the desired targets or goals, they have to be concerned about the on-time deliverables, irrespective of the physical location of the employees. If the same task can work can be performed from a distance – within the time limits, then why not go remote? It not only helps companies to save more but also helps in increasing the overall productivity as the employees experience a better work-life balance than traditional office culture.

Prioritizing Work – Regardless of In-house or Remote

With the ever-growing and advancing technological innovations, nothing is thoroughly remote anymore. If considered digitally, we are all a part of a global village -connected with each other. With the application of the right sets of tools, technologies, and the web, the physical distance doesn’t really matter and everyone is just a few clicks away now. Do you want to connect to someone on your team who is sitting thousands of miles away from your location in a different time zone? Just switch your laptop on, log in to the web and just after a few clicks, boom! You are in touch! Remote work can be rather considered to be more rewarding and effective. Due to the ease of connectivity, remote work enables team members to stay connected, unlike that of normal office culture. You do not have to wait for hours outside this not just helps in saving a lot of time but also helps to accentuate the productivity of the company in the long run. Hence, this ease of interconnectedness within the organization can be utilized to provide a work-life balance to the employees such that it helps in increasing the overall performance of the company. Since the past decade, technological advancements have been so rampant that pretty much anyone can fulfill their everyday work tasks from outside their workplaces.  So, it is a win-win for both the employees and employers.

As per recent research by TalentLMS, almost 66% of companies allow their employees to work remotely and 16% operate fully remotely. Going by Global Workplace Analytics’ study, since the year 2005, the number of people who work from home has increased by 140%. By the year 2028, the Gen Z and millennial generations are projected to contribute to almost 58% of the total available workforce. So, by the year 2028, almost 73% of all teams will have remote workers (according to research conducted by Upwork). Matthew Hollingsworth, the Director of Operations at We Work Remotely, the biggest body on the web to search and post remote job opportunities, states that remote work is not just a trend but it may even become the general norm in the future. He says, “We truly believe now is the time for remote work to become the norm. We see hundreds of thousands of qualified people come to WWR each month looking for remote work and have seen the companies that embrace it leading the way in attracting the best talent.”

A Remote Team helps Confronting Common Cornerstones

Remote teams help companies to outdo their competitors in an extremely interconnected and transnational society. Despite appreciating and acknowledging the benefits of remote teams, the real challenge with such teams is to embrace and adapt to the remote work culture. With so many advantages on the platter, there are a few challenges that remote teams bring with them. As more and more businesses incorporate remote team trends in their workflow, let us discuss some common challenges that they go through.

As the team members in remote teams are from different regions and time zones, it is a cumbersome task to keep everyone on the same page. Transparent communication is only possible when the entire team is in sync. For this, the usage of technologically advanced communication tools while keeping different time zone factors into consideration is the solution. Instead of looking at time zone differences as a shortcoming, try to utilize it for your growth as a team. Also, all the team members need to be well aware and updated with the team’s mission and objectives to work towards a common goal. In a remote team, the onboarding programs and various training sessions of team members are done virtually. This is one of the major challenges as the non-physical presence of team members doesn’t assure their comprehension of the knowledge and information that is intended to be imparted to them. For this, the solution is to conduct virtual on-boarding or training sessions through video conferencing in real-time. This is efficient as it enables all the employees to put up their queries to the trainers and the employees can also get instant feedback on such sessions.

Virtual teams are constituted with team members from various nationalities that bring diverse cultures and work ethics on the table. Therefore, language can be a major barrier in the efficient working of remote teams if everyone speaks different languages. Also, cultural differences can affect the workflow of a team. For this, the solution lies in hiring those remote candidates who can speak a common language so that there is an ease in communication within the team. Further, there should be a sense of admiration and respect for other cultures within the team and members should enjoy the diverse cultural backgrounds in the team. For any relationship to thrive, be it personal or professional, trust is the foundation. When there is trust among the employers and employees, there is a future to consider as the whole team shares a common goal. Consequently, dedicated contributions and participation from employees tend to happen naturally. But this kind of trust and accountability is hard to win in a milieu where face-to-face dialogue between the employee and the employer is rare. Also, it is worth mentioning that it takes time and effort to build trust and a feeling of work accountability in a virtual team. The solution is building a shared mission with a collaborative team spirit to instill trust in the remote team members.

While working with and managing a global workforce, it becomes challenging for employers to track the work progress of their employees. In a work culture without any day-to-day follow-ups follow-up on the on-going tasks, some team members may not use their time wisely.  It’ shortsighted to expect every team member to perform at the same speed and efficiency and micro-manage them. But, the employer should have a fair idea of how long it takes for a particular team member to complete a task and how much each person is accomplishing weekly, if not daily. For combating this challenge, employers should use tools and software that help in tracking the progress of their work.

The Secrets to Drive a Remote Team

As the entire market is going global, so should your team. When it comes to managing your remote team, make sure you know their pulses – strengths and weaknesses. Competently managing a remote team can help your company to level up exponentially. But, confronting the challenges that are associated with remote teams needs to be addressed efficiently. Be agile about identifying the current and potential shortcomings you and your remote team are facing or might come across. Organizations must be open to the process of problem-solving to figure out the solutions that suit your expectations. Applying a balanced work approach is a fundamental key to success. Treating in-house and remote employees alike is crucial for a company that is not entirely remote. The organization should put efforts for the holistic development of both the in-house as well as remote professionals.

Here, we furnish you with the right tips and tricks on how to efficiently manage remote teams. If you are ready to put those little extra efforts, your virtual team can help you excel in your business.

1. Fostering a Transparent Work Culture

While working with remote teams, it is imperative that there is transparency in the way tasks are performed. Companies should clearly explain the job description, work culture and expectations before employees join the team. Therefore, the on-boarding plans of the companies should entail the description of the work culture or the company in an elaborate manner. This would not only help the employees to feel more connected and respected but also help in the company’s long term growth. Transparent work culture is also developed when the employees do not feel restricted to follow a process but free to give their input and express their opinions. Be clear about your employees’ KPIs (Key Performance Indicators) for you to analyze and track their work progress. This not just helps the company to track the overall progress of the team and its members as a whole entity, but also provides a clear view of the work commitment of each remote team member.

2. Facilitating Smooth Communication

The efficiency of your team is directly proportional to the ease & smoothness of communication in your organization. Companies should make use of innovative technological tools to promote efficient and real-time connectivity. The solution to the problem of inadequate or improper networking in a team lies in comprehending and implementing the new rules and tools of engagement in business by working on a communication skill set that adheres to the specific requirements of our digitally-driven remote work culture.

Options like instant messaging, and many other two-way linkage platforms have made the challenges of networking easier than ever. Companies should make special efforts to facilitate ease of communication irrespective of time zone and language differences. They should come up with specific rules or norms within the company to follow a decided response time, communication style, and writing tone so that it helps in ease of flow in communication. There should be specific days dedicated to whole team interactions via video conferences for the team members to feel like a family. The management leaders should connect with team members on a one-to-one basis to maintain the flow of transparent transmission of information. Further, make sure your company invests in the right tools and relevant software programs to facilitate ease of communication to employees within the organization.

3. Converting Time Zone Difference to Company’s Strength

Time zone differences are a real challenge for teams who are not able to manage the different work-hours of several remote employees. Time zone differences, if managed productively can reap you huge benefits and your team would be productive 24*7, globally. Hence, if put to use efficiently, the difference in the time zones of your team members can help you to establish a processed workflow and increase the productivity of your team. One team-mate’s non-working hour can be another team mate’s working hours. Hence, this way continuity can be maintained, and an incessant workflow can be established within the team. Instead of labeling time zone difference as a weakness or a challenge, teams should utilize and make this factor as their strengths.

4. Planning Customized Onboarding & Training Sessions
   

As remote teams have global team members, special attention should be paid to the training sessions and on-boarding programs, so that all the team members are on the same level of understanding about the projects. It is also essential for all the members to have a common goal or mission. This is a very important step as it enables the teams to be at the same level of team spirit and work for collective growth with a unified mission in mind. Therefore, prepare your organization’s onboarding and other training sessions in such a way that it helps the teams to bond together and subsequently, contribute to the collective growth of the company.

5. Building Cultural Trust & Accountability among Remote Team members

Physical presence and daily interaction are two important factors that help in inculcating a sense of trust and accountability in a business team. But, when the team is remote, it becomes difficult to bring a value of mutual trust and responsibility within the team. A company needs to put more efforts to foster and develop a culture of trust in a remote team as distance plays a major role in this scenario. The company should invest more time and energy to build a spirit of teamwork within each of its virtual employees. With continuous and regular virtual interaction, training sessions and team-building activities, a sense of trust and inter-dependency are developed. This helps in the long term growth of the company as the employees feel accountable for the tasks and their responsibilities due to the trust that builds between the company and them with time.

6. Acknowledging & Rewarding Employees

As there is no physical interaction of the team members with the company’s management team, paying attention to employees’ job satisfaction becomes more crucial. It is very significant for the remote team members to be admired and lauded for their achievements compulsively so that they constantly feel a part of the team and in sync with the organization’s growth. Acknowledging the hard work and dedication of team members helps in inculcating the value of oneness in the team. When the employees feel acknowledged and rewarded, their productivity automatically increases and they feel more connected to the company’s mission and goals. Consequently, it leads to an increase in employee retention rate and accomplishment of the company’s long term goals. So, pay more heed to appreciate your remote employee’s efforts and reward them for their talent so that you foster a culture of development in your organization.

7. Celebrating Cultural Diversities

Cultural and linguistic diversity can massively impact how the team interacts within itself, how the team members prioritize project tasks, what they consider to be important, and so on. It goes without saying that due to multi-cultural hindrances the efficiency of remote teams is hugely impacted. Multicultural and global teams make it difficult to manage teams as the people of different races, embracing cultural diversity behave differently to diverse work situations.

Receiving feedback from every team member, supporting a mindset of honoring cultural differences, being deferential to national holidays for your global team members, and being respectful to different cultures can be helpful to the team to come together and progress as one entity. Organizations must train team leaders on putting these differences to their advantage to completely enjoy the benefits of a remote team. The organizations should know how to utilize the best learning from diverse cultures to augment the organization’s growth and promote diversity.

8. Boosting Remote Team’s Productivity

One of the major tips to step-up your remote team’s efficiency is encouraging your employees and supporting them to work more efficiently. This can be done by paying attention to methodologies and steps taken to increase the knowledge and skills of the employees. This can be done by conducting special training sessions or skill-development classes for the employees to hone their talent. Additionally, companies can boost the productivity of their teams by providing a good remote work culture where everyone respects each other’s opinions and the level of job satisfaction of employees is high. Celebrating special occasions like work anniversaries and birthdays of employees can bring massive improvements in work productivity of the employees. Such gestures make the team members feel more connected and accepted as an integral part of the team. Hence, try to boost your team’s morale by using your E.Q and understanding your virtual employees’ expectations and requirements on not just business but humane grounds as well.

Remote Team is the New Norm

Acknowledging remote work as the new norm, organizations are putting efforts to either adjust or lose out hiring the skilled professionals. Organizations like Basecamp, Zapier, Buffer, Automattic, and GitLab have a completely remote team set-up. With the growing trend of digital nomads, as more and more companies are choosing to go with remote set-ups, the solutions to challenges faced by remote teams are becoming more available and easy to implement. When companies overcome and find solutions to these challenges, they benefit from the rewards of leading a well-built & robust remote team. Driving and managing a remote team can be challenging and daunting at the start, but it can give magnified outcomes if managed properly. Even if you have a plan in mind on how to manage your virtual global team, there may still be shortcomings in the beginning as new systems and business workflows demand time and effort for execution. Effectually, the implementation of the aforementioned strategies can help to expedite the working of your remote teams and foster your team to reach their full potential.

Share some of your tricks and tips for managing remote teams with us in the comments section below. We, at EngineerBabu, have helped numerous enterprises in augmenting their staff remotely by providing the best talents and remote teams in the industry. If you would like to learn more about how to manage remote teams or want to hire our remote teams, just get in touch with us. Or you can shoot us an email at mayank@engineerbabu.com and we’ll get back to you in no time. All the best to your remote team!

The post How to Effectively Manage Remote Teams? appeared first on EngineerBabu Blog.

A report suggested there are 16% of companies works in a completely remote manner with almost no concrete office, which includes small, medium, large enterprises and big brands like Buffer, Zapier, and Basecamp, etc.

How Remote Companies Work?

Almost 50% of the workforce working remotely, whereas 80-90% of the workforce admitted that they would love to work as a remote employee at least once says Global Workforce Analytics. Unlike the traditional approach, remote teams worked and managed differently. Sometimes it may feel that you have no control over the team. Still, you’ll find some innovative ways to connect and establish a bond with the team.

Here are some exciting ways in which Remote Companies work

Work from Home/ Co-working places: This is the essence of remote working. The employee is free to choose from any of the workplaces. Imagine wearing pajamas, messy hair, a cup of coffee in one hand, and working in your cozy space!!! It is found in a recent survey that the employees who work from home are more productive and happier as compared to in—house employees.

Flexible Working Hours: This is the greatest perk for all. By allowing remote work, both the employees and employers get benefited. When the manager required something urgent, he will not depend on one employee rather than he can ask someone else!

Telecommuting: Have you ever thought about how much time and money we spent over commutation? By working as a remote employee, you will not only save time and money, but also you can focus on your family and health by giving them some extra time.

As an employer, you will save the cost of infrastructure as well as the extra expenditure on the employees.

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Daily Stand-up: It is a kind of scrum meeting in which all the teams are involved through video conferencing and put their thoughts. It is as same as the office huddle but virtually. This an E—meet in which employees can discuss the projects and future possibilities.

Task/Project Management Tools: While sitting on a remote location, it is complicated to track the efficiency of the employees. Any project management tool or task management tool like Basecamp or Asana helps to measure the productivity and work rate of the workforce which eventually helps to get better outputs in the near future.

Future Holds for Remote Companies

Due to the rapid growth in technology, remote-working policies will rival the popularity of fixed office locations by 2025. These imply that the remote culture will overtake the conventional way of doing business. Heading upwards remote work is making office spaces empty. The new era of the workforce has started, and almost 90% of employees are planning to be a remote worker for the rest of their career. Because of this increasingly popular trend, some refuse to accept an onsite position, knowing they can find a more convenient and flexible gig elsewhere.

Build Your Own Remote Company

Whether you are a new-gen entrepreneur or a business tycoon, you need to accept that finding talent is the most laborious task. You can hire someone locally, but have you ever think of the cost you need to pay for them? In the US, it will cost you $90,000 approximately to hire a developer, whereas, in South Asian countries like India, it will cost you much less; in the cost of one US developer, you can run a whole company in India with much better quality.

Remote work has opened the door for every single talent present in the world. There are no restrictions for accessing the talent from the global pool. But where are you going to find them? Well, you can find it on any freelancing site, LinkedIn, or any other source. But going through an agency is always a better option because when you hire a dedicated developer via an agency like EngineerBabu, it will assure you with a 100% guarantee of IT expertise, on-time delivery, proper communication, and milestone distribution. In-short you don’t need to take extra time from your busy schedule to reach out to the remote developer.

Are you an entrepreneur with a fantastic idea, but finding it challenging to implement it? Let’s discuss it now!

Hire developers from EngineerBabu

If you are planning to open an offshore development center in India, you are making the right decision, my friend. Well, India is a vast country with a population of around 125 billion!!!!  Every single Indian is connected to the IT industry directly or indirectly.

The population software engineer in India is appx. 5.2 million Whereas, the U.S. has only 4.75 million. That is a huge difference.

“Over the next couple of decades, India will add about 110 million workers to its labor force, more than the U.S., China, Russia, and Japan combined,” says Goldman Sachs.

So there is no doubt that India is a superpower in terms of I.T. engineering. But the main question is from where to hire? And the answer is Indore! Yes. Though Indore is not a metropolitan city it is no longer behind in terms of technology. With IIT and IIM at opposite corners, the silicon valley of central India is surrounded by substantial I.T. parks, and you know what? It is a traffic-free city and ranks #1 in terms of cleanness fourth time in a row! Keeping all these apart, the working culture of Indore is a bit different from the rest of the I.T. hubs as the developer sustains in one company for a longer duration. If we throw some light in big I.T. hubs say Banglore, there is a tendency of switching jobs every 6 months on an average. That’s a big concern. That’s why many enterprises are looking for Indore to open their next offshore development center.

Recommended Reading: How to Hire Remote Software Engineers with EngineerBabu?

EngineerBabu is one of the leading I.T. outsourcing agencies in Indore. A startup is having 10 years of experience launched by Mayank Singh and Aditi Chaurasia with a dream to provide the best I.T. solutions to small, big, and medium-sized enterprises. Spending a decade in the industry now, the firm gained trust from people like you with a 97% repeat rate. Hire software engineer, dedicated developer, and programmer from EngineerBabu and be relaxed. Here you can check out the reviews.

To know more about the process and pricing drop a message mayank@engineerbabu.in

Do you have a project in mind? Let me know! I can surely help you out.

Also Read:

• Remote Company Cost to build a Website
• Essential Tips for Hiring Remote Employees
• Complete Process for Hiring Remote Developer from India

The post Remote Companies – The Future of Work appeared first on EngineerBabu Blog.

In today’s day and age, one of the most common features of the top-notch enterprises in various fields is that the talent that works for them is highly skilled and dedicated. The kind of talent that you hire for your company right away impacts the outcomes that you get. Eventually, your company’s growth and its flow directly depend on your resources’ skills, efficiency, and perseverance, irrespective of the size of the enterprise. Talking about the constitution of companies – small, medium or large scale, the technical team comprising of developers is what essentially makes the foundation of the digital existence and online presence of a company. Additionally, if your business is established in the IT industry, then the more robust your tech team of developers is, the more flourishing you are! Hence, it is very crucial to work with the right talent set, keeping the growth aspects in mind. 

But, how do you decide which talent to hire for your development team and what considerations to ponder on to make the correct choices? Before you decide on whether to constitute an in-house team of developers for your tech team or to hire a remote development team from EngineerBabu, you should have the basic clarity and understanding of the end result that you look forward to. Do you just want to simply sustain the rat race that you are a part of or do you want to move ahead 10x and reach the pinnacle in your industry? If you merely want to survive amidst the competition, then an in-house team might work for you but if you passionately want to spring up and shine bright with a brimming future in mind, then we give you all the right reasons to choose EngineerBabu as your tech partner for your development team. 

Recommended Reading: Hire Remote Software Engineers with EngineerBabu

Impediments in Building In-house Team

In the current scenario, building an in-house tech team of developers is considered to be obsolete now. Budding entrepreneurs are considering to deploy remote teams for their development projects. This is because today, with ever-changing market demands and tech advancements, the way the talent is hired has also evolved. 

Having served a number of companies as their tech partner by offering the best remote developers, we understand the concerns that enterprises have while working with an in-house team. The most important problem while setting up an in-house team of developers is finding the right talent within your geographic reach. Many companies are unable to find the proper skillset within their geographical boundaries and so, it becomes very challenging for them to deliver projects within a definitive time limit. Further, even if you are able to find the right resource within your vicinity, high salary demands are a major concern to look at. During the in-house development of your team, the cost is a factor that you cannot ignore. 

Usually, developers in India come with a combination of talent and affordability. We, at EngineerBabu, try to hone this unparalleled combination of developers and furnish you with the best remote development teams. This not just helps you in saving your extra expenses on employee retention and management but also avoids any extra burden of technologies, tools or maintenance expenditures because we take absolute responsibility for the projects from resources to delivery. 

Further, setting up an in-house development team requires efforts, human resources and an ample amount of time to invest in the hiring process. If you want the best developers, you have to leave no stone unturned. But, the procedure of the recruitment sessions for finding and hiring such developers is such a cumbersome fight that in no time recruiting good developers becomes a headache for the company. We, at EngineerBabu, take care of all your hiring needs. 

Why EngineerBabu?

As mentioned earlier, hiring the right resources with apt competencies and skills can impact your enterprise’s growth prospects humongously. You need to have a very strong technical team of developers, especially if your services or products are in the IT industry. We are enumerating 13 reasons for you to consider opting for EngineerBabu to hire remote developers than building your own in-house team of developers. Here you go: 

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1. Global Talent Pool Across Geographical Boundaries 

When you hire developers for an in-house team, you restrict the avenues to choose from a broad international talent pool. As India has a plethora of skilled developers who are maven and proficient with hi-tech skills and up to date competencies, EngineerBabu offers you the best-assorted teams of remote developers at cost-effective prices. Therefore, with EngineerBabu, you can easily avail the best remote talents to extensively develop your enterprise instead of suppressing your growth by hiring less skilled in-house developers due to location constraints. Do not let geographical limitations undermine your growth prospects, instead use the technology to utilize proficient remote developers from EngineerBabu to create an impact in your industry. 

2. Convenient and Smooth Hiring Process 

Hiring an in-house developer is a tedious task as it has several stages and requires constant follow-ups from the candidates. We understand the time and effort that it takes, and so, we do all the work for you! We put all our efforts to furnish you with the best performers in the industry by keeping you involved in the selection process. We already have a number of skilled developers who are well qualified with years of experience in various technologies. You just have to give us your requirements and within no time we come up with all the top-notch developers we have for you. Hence, there is no loss of time or money and you get your desired developer within a few days of providing your request to us. 

3. Whopping Cost Savings 

When talking business, finance is in the spotlight. Hence, considering an option where you can save a lot of money is quite appealing. It goes without saying that hiring a team of developers from EngineerBabu would help you save a lot of your money as compared to building your in-house team. You save a lot on any extra recruiting expenses, office space, infrastructure, software subscriptions, and maintenance, etc. Moreover, the remote employees are way more cost-effective as compared to an in-house employee. Therefore, cost-effectiveness is a huge factor that you cannot turn a blind eye to while choosing between EngineerBabu and an in-house team. Hence, we give you a massive reason to shake hands with us and bring a smile on your face! 

4. Uncomplicated Scalability of Teams 

EngineerBabu’s team offers our clients the flexibility to add or reduce the size of their teams as per the project’s needs. We just need a 30-day prior notice and the team size can be easily scaled up or down depending on the situation. Also, as per our client’s needs, we can also replace our developer, if you feel the work is not up to the mark. Evidently, such ease of scaling the team size as per your requirements is an added advantage that you can avail while working with our development teams. We take the entire responsibility to manage your team size and hence, give you another reason to consider us for your tech development needs. This is an added advantage over an in-house employee as you cannot level up or down your team size as easily with in-house employees. 

5. Swift Project Kick-off 

Once the contract is signed and the developers are all set to be onboarded, we do not waste time and kick off the project as soon as possible. Time is what we respect the most and hence, you would never be disappointed. As we have a well-connected network of talent pools, it does not take much time for us to onboard a developer on any project. Therefore, as soon as the client shakes hands with us, we start the project within five days of contract finalization. Unlike the conventional in-house teamwork procedure, we do not waste even a minute and straight away get to work after setting up the basic software and tools required. 

6. Regularized & Transparent Communication 

At EngineerBabu, our prime emphasis is consistently on client satisfaction and hence, we respect the value of transparent and regular communication. We have dedicated teams who update you routinely on ongoing project statuses and other essential details. Despite being remote, you are always in touch with the developers and the delivery managers. Depending on your convenience, we are available on all major task management and online communication platforms. With the advent of technology, ease of communication and constant connectivity is not a big concern. We assure you that the level of connectivity with your remote team at EngineerBabu will be on par with an in-house team. Further, as per your work needs, you can specify special schedules to have timely status update calls with the team members in a week to elaborate on your requirements and give your feedback as well. 

Recommended Reading: Tech Companies that Allow you to Work Remotely

7. Timely Project Delivery 

Having assisted more than five thousand enterprise owners to scale up their tech game, we completely understand the value of time and punctual project delivery. Unlike the constant reminders for project delivery in an in-house team, once you put your trust in us, you do not need to worry about regular reminders for the project delivery. We take the complete onus of project delivery as discussed. Further, most of our projects have been delivered before the prefixed date of delivery. This is the only reason why our clients stick with us on a long term basis. 

8. Flexible Work Schedule 

Unlike in-house teams, where time management is a big issue, EngineerBabu’s remote teams of developers work according to your convenience and time schedule. Our developers are very flexible with time and are professionally trained to be flexible as and when the work demands. If you want to save time, our teams can work for you in your night time so that the next morning you are all set with the tasks. This way, the work is always going on 24*7 as per your needs and demands. 

9. No Bad Hire Loss 

We all know how critically a bad hire loss can impact a company – like a loss of time as well as money. We do comprehend the amount of human effort and time that are involved in conditioning new hires as per your work expectations. If somehow, due to any reason, you are not satisfied with the developer or the standards of the tasks done(which is a rare possibility), we offer free replacement of resources. Hence, there is no bad hire loss when you join hands with us, unlike in an inhouse team, where you have to bear the bad hire loses all by yourself. We take accountability for all our developers and the quality of work that they provide. Your satisfaction is our prime concern and hence, we look after your needs as our own. 

10.No Long term Commitment Concerns 

When you join hands with us, you are not bound by any long-term contracts. We understand your viewpoints and hence, based on a mutual understanding we draft an agreement keeping your work requirements and outcomes into consideration. Therefore, you do not have to worry about any long term commitments. To start with, you can kick start your projects with an agreement for as long as you wish to get an idea of our work culture and ethics. Once you like the quality of our work and are content with the predefined deliverables, you can always extend the contract for as long as you want it to be. 

11. Robust NDA and Confidentiality 

The Peter Parker principle states that “With great power, comes great responsibility.” We, at EngineerBabu, completely go by this and hence, we do recognize the value of your relations with us. Thus, all your credentials and essential documents are confidential with us. Once both parties agree on all the terms and conditions on mutual grounds, we sign a Non Disclosure Agreement, respecting your privacy and security. So, you can be assured of confidentiality while working with us. 

12. Vibrant Work Culture 

We believe in respecting and giving value to human relations and so, the employees at EngineerBabu are well taken care of as family members. Our work culture always carries positive and progressive vibes and we try to imbibe the feeling of oneness in everything that we do. From our routine coffee breaks to various festive celebrations, we believe in living life to the fullest and valuing every moment. Our developers work hard for you and we respect their dedication and effort. Hence, we realize our responsibility to provide the best work environment to nurture their growth as well as keep them positive and motivated at all times. 

13. We take care of all your visits! 

Our values and ethics are always centered around building long term relations. Hence, we take care of our clients and their needs. Once you decide to choose EngineerBabu as your hiring partner for your IT development needs, if at any point of time you would want to visit our office in Indore and meet the remote team that works for you, we take care of all your requirements including accommodation facilities. Your satisfaction is our primary concern and we make sure the remote team that works for you feels connected with you as well. 

The Bottom Line: Your work – Our Priority!

At last but not the least, we believe in earning the trust of our clients through our standards of the work that we deliver and the quality of client servicing that we offer. Around 25% of our clients are the ones who have been referred by our existing clients. Thus, it goes without saying that our work speaks for itself. If you are also looking for the right hiring partner to provide you with skilled and cost-effective global talent, then try EngineerBabu’s offerings once and see for yourself. Do not settle for less, when you get to achieve more by shaking hands with us. 

Are you still contemplating what to do and where to start? Discuss with us right now Just shoot a mail to us at mayank@engineerbabu.com and we shall get back to you as soon as possible! 

Also Read:

• Cost to Build a Website by a Remote Company
• Why Hire Remote Developers from Indore (India)
• Process of Hiring a Remote Developer in India

The post Why Hiring a Remote Development Team from EngineerBabu is Better Than Building an In-House Team? appeared first on EngineerBabu Blog.

“India started with an export of $100 million with around 5000 employees in 1990. But now in 2019, India’s IT export is around $80 Billion with 3.2 million employees working.”

Recommended Reading: Top 10 Tech Companies that Allow you to Work Remotely

90% of India’s IT companies are in six cities: Bengaluru, NCR, Mumbai, Hyderabad, Pune, and Chennai, according to Nasscom. The statistics are skewed as they deal with only information technology companies, but the overall trend has been unmistakable in the past decade: startups form in a few big cities in the country.

Away from the metros and India’s Silicon Valley, a quiet revolution is brewing in the country’s tier-II cities. Places like Bhubaneswar, Indore, Ahmadabad, Chennai, and Kochi are setting high-tech technologies centers and giving tough competition to well-settled IT hubs. Among these rising IT cities, Indore is considered as the most favorable destination for any IT outsourcing. What makes Indore so special?

Cleanest city of India 4 times in a row!

Every day, companies are looking to expand their software development team, increase their output, or drive software innovation within their business. I’ve prepared 6 big reasons why going for remote hiring can make it happen. Let’s see some fact which makes Indore a better place to open the offshore center rather than rest of India.

Recommended Reading: Best Way to Hire Developers for Remote Jobs

Commutation: Indore is a small city with a population of around 35 lakh. So the commutation in Indore is easy. Unlike Bangalore or any other metro city where people spent hours on commutation to deliver you the work, Indore goes with an easy lifestyle. An article by The Hindu stated that a Bangalorean commute about 42.5 minutes on an average to reach their work destination and thanks to traffic jams this time is increasing from 3-4 hours!

“The holidify listed Indore on #12 in their article “best places to live and work in India”.

Employee Retention: Employee retention is the biggest problem to run any business. It becomes more challenging for startups to maintain their employees for a longer duration. But Indore is a bit unique in its way! The employees in small cities have a tendency to work for the same company for a longer period. Employees in Indore hardly switch their jobs and stick to the same company for at least 5 years.

Work-life balance: Once Heather Schuck said, “You will never feel truly satisfied by work until you are satisfied by life.” And Indoris took this very seriously. Our profession has nowadays has become a vital part of our lives and while creating a good future we keep integrating work with our personal life which eventually leads to stress.

But the work culture in Indore is quite different as compared to any other city. Because of the friendly environment, people share pain and contemplation

Talent Availability: Big tech companies like TCS and Infosys have recently set up their development center in Indore as Indore is the most promising city in terms of resource availability. Having the country’s first city to have both – IIT and IIM along with first-class B-schools and tech institutions, Indore attracts the students of neighboring states like Gujarat and Rajasthan. This all made Indore enrich in talent where every single person is ambitious about their career.

Talent Quality: As I said earlier, Indore is not the same as it seems to be! The talent hunt requires fresh blood and the city is brimmed of it. Indore is an education hub of central India. People with different cultures centralized in one city thus they made Indore what it is.

In addition to this, MNCs like DXC, Samsung, HotWax, etc. are expanding their business in core India and hiring local talents as they have already predicted the future that what going to happen in the coming days.

 “42% of companies are struggling with quality tech talent”, says ET

Cost: An undeniable advantage of offshoring is cost-effectiveness. By offshoring the IT project to Indian developers you can reduce your IT spends by 20-50% compared to hiring at home.

Recommended Reading: How much does Website Development Cost?

The cost of living in a country like India is significantly lower than in the West and especially in the city like Indore. The ease of commutation and accommodation especially make Indore a budget-friendly city.

Let’s have a glance at what makes Indore the best place to hire the development team for your next IT project?

Not only is the cleanest for the 4th time in a row but Indore is emerging as a new IT center for central India. With all the basic facilities like commutation, accommodation now Indore has open the door for the international market as well. Indore gives direct air facilities to Dubai and other places of the world.

See the cleanest airport of India.

In terms of traffic, Indore is distinct from any other city. Don’t believe me, see this:

Indoris are really amazing at their work!!!

Indore is on its way to being a high-tech city. It is surrounded by two IT parks from the west, 1 from the south and the other from the north of the city. Have a look at these amazing places.

Isn’t it enough to plan your next IT project in Indore?

Let’s discuss if you have any amazing ideas!

How team EngineerBabu is the perfect solution for hiring remote developers?

We have initially set up our office at Bangalore but due to hectic and restless life, we shifted our office in Indore. We are famous for creating “wow”! In the small journey in the technology, we have come across several obstacles but we handled them very easily.

Are you looking for a dedicated team of remote developers or a single geek? EngineerBabu is the best web development agency you could ever found. We have a well-built infrastructure with available resources that are ready to help out at any moment.

EngineerBabu is a superb mix of experienced developers with new and energetic talent. We not only focus on just completing the project but client satisfaction is mandatory for us.

Timely workshops on the latest technologies helped us to sustain in a hasty changing world. All the remote developers of EngineerBabu are professional problem solvers, this what our client said about us.

Testimonial of our previous clients:

And in news too:

“We worked with many startups and helped them build awesome products until they got investments. As a result, we started getting clients from references, and we got the tag of the most startup-friendly IT services company,” shares Aditi (co-founder and CEO, EngineerBabu).

EngineerBabu has built a gigantic network of talents from all over the globe, through various online and offline processes. We are offering IT companies to hire talented engineers with us. To know more about pricing and procedure talk to us or drop a mail to mayank@engineerbabu.com

I will be more than happy to help you!

Also Read:

• How to Build an App like Uber?
• How much does Mobile App Development Cost?
• Build an Amazing Food Ordering App
• Detailed Guide to Build an Ecommerce App

The post Why Hire Remote Developers from Indore, India? appeared first on EngineerBabu Blog.

In order to complete the needs, the managers are looking to hire employees from a globally talented pool especially in the IT industry. The IT industry has one of the highest percentages of remote work. It takes the #2 spot at 57% remote, second only to the transportation industry at 61%, and remote IT work just keeps growing. According to Gallup, the IT industry continues to lead other industries in terms of full-time remote positions and top paid remote workers.

So let’s now see how you can be perfect at the art of hiring great remote employees and build a winning remote team.

Few important tips to hire Remote Employees

Right Source: Many candidates are actively looking for better opportunities. The traditional approach of finding jobs over “indeed” or “LinkedIn” is no longer beneficial as the genX knows where to go! IT firms like EngineerBabu provide excellent and scalable solutions and helps to build you a successful remote company.

Recommended Reading: Best ways to hire Developers for Remote Jobs

Remote Friendly Process: The complicated hiring process may lead to misconceptions. So always try to keep the whole hiring process from beginning to end- smooth, hassle-free, and clear to all. You should also make certain that all of the tech equipment he/she’ll need is ready to go before his/her start date, so you can avoid frustration and downtime later.

Ask for Reference Work: That’s the best thing you ask them while taking the interview. Tell him/her to showcase their previous works or any similar work they have done before. Also, put some questions around the used technology, challenges, and their role in the specific project, results, and feedbacks of the clients. This will cut the hesitation between you as well the candidate and you both can communicate more openly.

Hire on Contract: Just be sure that whether the remote employee is beneficial or not! Hire him on a contractual basis. It will help to assess an employee’s technical skills, soft skills, and cultural fit within the organization before committing to a full-time arrangement. Pay him by giving monthly, hourly or daily salary. The payroll can be decided upon the skills and experience of the employee.

Give a Test Project: Well, every employee claims that he is the perfect fit for the job but to be on a safer side you must test him. Initially, begin with him some small projects or particular tasks with a deadline and keenly observe his behavior like whether he is reporting timely or not, regular communication, tech troubles, etc. If the remote employee is not communicating properly, does not ask questions about the project with the team, submitting the task lately (or not at all) it is a sign that he might not be a good match.

Be Clear about the Idea: Once you have done with the selection process the other concern may opt-out by your side. I think a leader should follow “KISS” philosophy: ‘Keep It Simple and Short.’ As a leader, you should be precise and clear about the vision and goals.

Don’t Assume they are 24/7 Available: This is a very common misinterpretation that if someone hires a remote employee they think that ‘now’ he is always available. But NO! He has his work schedule and yes, working hours might be flexible but not every time. Before indulging him in any work ask about his work hours and work schedule.

Decide One Day per Week for Group Meeting: Constantly keep engagement with your team. Give them daily or weekly tasks. Discuss it with every employee, ask to share their thoughts, troubles and appreciate each other for the best work. Fix a day in a week for team communication and gup-shup. This will help the organization to build a remote team and give a real-life feel.

Use Proper Communication Channels: Choosing one platform of all can be a difficult task. Use the best feature of all communication tools available in the market. Like for video conference using Skype, for regular group communication use basecamp (also used by GitLab), track the payroll, attendance, leave and productivity by using greytHR or Keka.

Measure your Success: The last and most essential point is- count your success ratio. Everything is useless if you didn’t succeed! Managing a remote company is an interesting task. When the project is accomplished successfully just go through your checklist. You would be more than happy to see the results.

Why hire Remote Employees from South Asian countries like India?

The talented workforce of South Asian countries is made up of a new generation. If we go through a recent report by LinkedIn showed an increase in the gap between hiring volume and budget — 13% in 2015 compared to 7% in 2014.

Due to digital transformation, the demand for offshore software developers has increased speedily. The globalization has skipped this demand to South Asia, especially in India.

The Indian developers are not only committed to quality but also cost-effective. Outsourcing in India comes with a package of huge benefits:

• Advantage of time zone: The remote employees of India are willing to work in different time zones, thus it gives more flexibility to the employer to connect with them easily.
• Lower cost- More experience: That is a huge benefit! A recent article on IndiaTimes stated that Indian companies started hoarding IT talent to the US and that too at very effective cost. The IT experts in India are most skilled than compared to any other country.
• Talented pool: India is a pool of highly skilled IT people. Not only had the best expertise in technology, but India has also highly qualified remote employees. With the largest workforce, it will not be difficult for you to choose what you are looking for.
• Best communicators: That’s true! Previously India was one of the British colonies, so almost Indian know English which works as a cherry on the cake! Though India is divided into multiple regions everyone uses English to communicate as it is a universal language.

Are you looking for hiring a developer? Let’s discuss the process now!

EngineerBabu is an Indore based IT company providing software solutions to the thousands of small and big enterprises for the last decade. “We believe in deeds more than words” that’s what our clients say about us.

Recommended Reading: Why Hire Software Engineers with EngineerBabu?

EngineerBabu is surrounded by top-notch educational institutes like IIT and IIM- Indore. It is also known as Silicon Valley of central India with less traffic and the cleanest city of India 3rd time in a row! If you are seeking a remote developer in India, EngineerBabu will provide the best solution. All the developers of EngineerBabu are tech-a-holic but not geeky!

If you liked my blog, share it. I am open to questions, suggestions, and feedback. Kindly drop a mail to mayank@engineerbabu.com or Talk to Us right now.

Thank you!

The post 10 Essential Tips for Hiring Top Remote Employees appeared first on EngineerBabu Blog.