While many workers are thrilled to have the opportunity to work remotely, they are also at a disadvantage because they are still in the learning/adoption phase of this transition.
Meanwhile, some teams have been fully remote for years. These teams know how to collaborate and maximize productivity no matter where each member is located. Now, it’s up to the newbies to catch up.
Why do Newly Remote Teams Need to Get Up to Speed?
Remote teams that don’t figure out how to remain productive and competitive are doomed to failure. They won’t be able to meet their goals, serve customers, or compete with teams that have a positive and productive remote work culture.
5 Lessons for New Remote Teams to Integrate Now
How do teams get up to speed quickly, so they aren’t wasting time on figuring out the logistics of remote work while other teams run circles around them? The best way forward is to adopt these five lessons.
1. Document Everything and Make it Accessible
Remote teams that have mastered the art of productivity understand that information-sharing is key. This sharing is best done when team members have access to the information they need right when they need it.
Remote teams will struggle if their members must wait for others to give them the information they need to make mission-critical decisions. If you have a knowledge base, now is the time to refine it. If you don’t have one, it’s time to invest in one that adds value to your team.
Remember that going remote also leads to new processes, procedures, and technologies. These need to be documented as well. It’s also a very good idea to formalize roles and responsibilities. This formalization sets expectations without any ambiguity.
2. Don’t let Structure Fall by the Wayside
There’s no denying the appeal of the casual nature of remote work. People enjoy the flexible schedules, the lack of dress code, and the comfortable work environment. However, teams must be careful not to let structure go away completely. It’s important to have predictability, stability, and established processes.
These will keep everyone moving in the same direction, and provide an important roadmap during a crisis.
Of course, structure doesn’t mean rigidity or adopting formalities for no discernible reason. Something as simple as scheduling a weekly status update meeting and bi-weekly one-on-one meetings may be sufficient.
One thing that team leaders may need to communicate very clearly is the need for team members to accept more structure and less flexibility when projects demand it. By setting that expectation early, they can get the best performance out of their teams when they need it.
3. Reconsider Investing in Trainees
You’re going to be dealing with quite a bit during this transition. Will you have the time and resources to onboard and train entry-level staff? Will your team members be able to handle the changes that come with switching to remote, and handle even the informal mentoring that happens when a team takes on an inexperienced staffer?
Also, consider this from the position of the trainee. Nobody wants to struggle with productivity, or feel as though they are a drain on an otherwise functioning team. They certainly don’t want to watch their career development fall by the wayside because they aren’t getting the guidance they need.
4. Make Team Building and Relationships a Priority
For all of its positives, remote work can lead to tensions between team members. Also, the bond between workers is an important thing that can suffer a bit without the social interactions that tend to happen in the office. It’s important to find new ways to maintain those connections for the following reasons:
- Creating an environment where people can give and receive constructive feedback
- Avoiding needless conflict and misunderstandings
- Increasing productivity
- Encouraging collaboration and creative problem solving
Team leaders play an important role here. Not only do they set the policies and the tone, but they are responsible for mitigating conflict, and ensuring that people are treated equitably.
Keep in mind that remote teams may live in different time zones and be dealing with various roadblocks to productivity. It’s important to approach these issues with empathy and fairness.
5. Get Your Infrastructure in Order
The chances are that you are going to need to take a look at your infrastructure and update it to support your newly-remote team. Start with necessary support areas such as:
- Accounting
- Customer Service
- Payroll
Next, consider how going remote will impact how you will conduct many of the regular administrative tasks of running a business. For example, how will this change impact time tracking, employee reviews, building access, and onboarding? You may need to invest in solutions to bring these activities online if you haven’t already.
Now is also the time to get everyone on the same page in terms of the technology that teams will use for communication, collaboration, video conferencing, and file-sharing now that everyone is remote. Remember that security becomes a new concern as people are now operating “outside the walls.”
Adaptability and Resilience are Most Important
There is no way to make this transition without challenges, misunderstanding, or mistakes. Look at the most successful, experienced remote teams in your niche, and you can be sure that all of them have experienced the same.
The difference is that productive teams know how to communicate in a time of crisis and quickly adopt new ways of doing things to get things on the right track.
