The manner in which you manage remote teams or employees will have long-term impact for your business and its growth potential. On the off chance, if you do a terrible job, then your productivity and morale both will get hampered. Whereas, if you are successful, the remote employees can deliver loyalty and will boost engagement as well.

As a matter of fact, now the remote working culture is going to stay, so why not exercise it to the fullest and retain the best talent from all over the globe. Thus, it is the major responsibility of the management to manage remote teams appropriately to scoop out the best results and efforts from these remote employees.

Apart from that, the managers also need to consider that in remote working an employee is working individually and a lot of pressure could make him feel isolated among team members. Therefore, here are the following tips to manage remote teams effectively. But, before that learn about why remote working is actually important in 2021 and after that too.

The Importance of Remote Working

Remote working is a process in which employees don’t have to report or work in the actual office site. They actually work their ordinary hours, but it is from their respective homes. For quite a long time, many organizations opposed allowing their employees to work from home. Probably apprehensive that their employees would invest their energy in doing laundry, watching TV or dealing with household tasks. Entrepreneurs and managers also feared that collaboration would tumble to the wayside and productivity would decline.

Nonetheless, a significant number of those worries ended up being unwarranted. Evidently, it’s been more than a year since the huge shift to remote work produced by COVID-19 and still it’s going smoothly in remote working. Before the pandemic, only 1 of every 30 organizations had somewhat half of their staff working remotely, as per research from HR consulting firm Mercer. Whereas, in August 2020, it was 1 of every 3. Interestingly, 94% of businesses said productivity has continued as before or increased since employees started working remotely.

Tips To Manage Remote Teams Effectively

1. Set Targets Early And Often

Defining guidelines, setting limits and reviewing the basics are among the main steps to take when setting out on your project. Thus, be available and give clearness on priority, achievements, performance objectives and more. Outline each remote team member’s accessibility and guarantee you can contact them when required.

Furthermore, similarly as in the workplace, the managers should keep remote employees updated on policy and staffing changes, organizations success and tips for working at home. They also should show conduct around the hours representatives work, for example, setting up expectations and responding to any after-work work email or messages. 

This aides’ employees to keep a healthy work/life balance, and keeps them from wearing out. However, without the actual separation from home and the workplace, it can be more normal when working from home.

2. Emphasize Communication

It’s urgent that managers communicate with their remote staff, on the grounds that it keeps workers appraisals of deadlines, available assets, business related challenges and managers expectations, including work plans.

Likewise, consider which specialized instrument best fits the group’s way of life—email, messages, calls, video talks, an intranet channel—and track down that sensitive harmony between continually pinging workers with messages and email and radio quiet. The recurrence of correspondence might contrast among workers.

“The best technique is to ask remote employees how they need to be managed while working remotely. That way, managers can keep an eye on what every employee should be productive while working from home.

And keeping in mind that it’s significant that managers track metrics that are valuable for the organization and check in with employees.

3. Build Connection And Be Available For Your Team

Many workers feel separated and confused in this new work reality. That is the reason it is important to build associations with employees. Share positive feedback, open an interesting communication channel, or attempt to ‘get espresso’ together. Whatever keeps a feeling of normality/solidarity and reminds everybody they’re not an island working alone.

To manage remote teams, they exceed all expectations to keep an open-door policy for remote employees, making themselves available across numerous time-zones and through different means for technology. Thus, remote employees can generally rely on their manager to respond to squeezing concerns.

4. Identify And Provide Right Tools

A significant aspect to effectively manage remote teams is to make all important tools that are easily available as needed. To address that issue, leaders and teams might need to puzzle through what ought to be set up to facilitate and manage remote teams effectively.

To manage remote teams it requires similar access to things used by on location employees, which might incorporate:

• Strategy and Procedure Manuals 
• Template Presentations and Supplies
• Mail Supplies and Stationary Material 
• Software Programming Programs
• Corporate Credit Card

5. Remote Teams Doesn’t Mean Cheap

The budget planning plays a significant role when we are looking to hire and manage remote teams. Some business owners might accept that organizing remote working and cutting office space by half is equivalent to a half reduction in the cost of housing employees in a traditional office site.

However, this isn’t that straightforward. Indeed, your organization will presumably save on actual office space, yet those savings are probably going to be spent somewhere else, depending upon the remote teams and work that is required to be done.

For example, your travel expenses might increase if the remote employees are in different states and need to head out to the onsite office once a quarter or more. Or, you might have to spend more on new resources or software upgradation or extra hardware/equipment, like headsets, to appropriately furnish your remote employees.

Manage Remote teams accurately and they can be just as productive, if not more than in-office employees. You simply need to lay out the groundwork for them.

6. Trust That Your Remote Team Is On The Task

You will not be able to have a complete watch over your remote employees, as you could in case they were in the workplace. Yet that doesn’t mean they aren’t taking care of business or not doing their tasks with responsibility. In the event that you can’t trust them, wonder why you employed them in any case for sure or what happened that made you lose trust in them.

You must trench trust issues. Assuming you don’t, you begin to turn into a remote insecure boss or will fail to manage remote teams effectively.

7. Be Sensitive To Overworking And Overloading

This is about both i.e., good administration and good self-administration. 

As a manager, you ought to be careful so as not to allocate a lot of work or to force too close deadlines. Be open for conversation with your remote teams. On the off chance that they feel like they’re under an excessive amount of pressure then, be ready to change work to make things (somewhat) simpler for them. 

For remote team management, there are a few things you can do: 

• Put forth a time limit on how long you work without a break. Hence, it will encourage your association to proactively block times on their schedules, and consider themselves responsible.
• Keep away from obscuring your work-life limits. Have a reasonable partition of work and “play”. Therefore, apply a people first approach—before we are like robots, because at the end we all are humans.
• Take regular exercise. This could be just about as simple as taking the dog for a walk twice a day (if no canine, then why not go on walk with friends or neighbors, or try to make friends on your way/park).

In No Time, You’ll Be A Pro To Manage Remote Teams Effectively

You might be stressed over moving to manage remote teams. But, there truly isn’t any need to be.

With such countless extraordinary apps and tools like Slack, DeskTime, Google Suite, etc. are out there to make remote work simpler. You’ll see that management and communication just became simpler, like your team is in the workplace with you. From sharing work related documents to simply having some good times as face-to-face communications and normal phone calls. It is feasible to hold many of the best parts of the in-office activities as a remote team or workers.

Regardless of whether you’ve to manage remote teams of 10 or a whole organization moving to remote or hybrid work. There’s a method to make your home office less isolated or lonely—while ensuring it’s just as productive as it was in the office premises.

So, if you are also looking to build a remote team or learning to manage remote teams, then you can reach out to us. EngineerBabu is a team of expert and qualified remote workers who deliver their work with sheer precision while maintaining the quality too.

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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!

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