Let’s face it.
The fundamentals of building a remote team is challenging. That’s what the World knew until Covid shook the globe and then came the new world order of remote work for a lot of sectors – where a laptop or a couple of systems were ok to start with.
For Brick and Mortar Stores, it was a different story – maybe some other time!
Overall, once the pandemic engulfed the major economies of the world, remote work did seem challenging but in the same breath came the reply: It can be solved though!
For teams that work remotely, the element of “ personal touch “, “ a sense of belonging” , “perceiving human behavior through close quarters ” in a form that builds a sense of community was the need of the hour.
Varied companies from various sectors, understood the challenge at hand and solutions were soon in order.
Building a remote team is simple; though it may not be easy.
Let’s discuss it in greater length and uncover how remote teams can be built and retained, Also see how a remote marketing team can open doors for growth too.
Table of Contents
But, first things first.
Is remote teamwork and culture here to stay! Let’s explore some statistics around this, as per a study conducted by Owl Labs which surveyed 2,025 full-time workers in the United States between the ages 21 to 65 at companies with 10 or more employees.
Statistics Around Remote Work Culture
- In United States, during COVID-19, on average, people are saving $479.20 per month
- Working remotely saves 72 minutes daily on the commute, on average.
- 75% of individuals experience equal or increased productivity while working from home during COVID-19.
- Video meetings have seen a 50% surge in usage compared to pre-COVID-19 times, dominated by Zoom Meetings.
- 81% of respondents believe that their employers will continue to support remote work post-pandemic.
- 44% of people no longer feel the need to dress up for video meetings, including clothing, hair, and makeup.
- 23% of full-time employees are willing to take a pay cut of over 10% in order to work from home at least some of the time
- Almost 70% of full-time workers in the U.S are working from home during COVID-19
A Study conducted by Stanford also found that employees were 22% more productive while working from home.
- As per Upwork, they have predicted that by 2038, 73% of all industries would have remote workers in some form. This data brings to light how evolution in remote work is going to take shape.
- As per Buffer, a very powerful statement states how employees of the future can look to surround themselves with more sense of freedom and flexibility. It says, 99% of the people would choose to work remotely even if it is part time.
While I have narrated a list of statistics around how remote work would evolve and the industries that are already embracing it, it is critical to also see how the benefits of remote work outweigh the current standards.
4 Key Benefits Identified from Remote Work
- As Per FlexJobs, remote workers are doing more work with less distractions around them. Have we not experienced – loud colleagues around us and those frequent breaks that kill momentum during the work day. Yes, that’s a fair enough reason on why FlexJobs states that – a whooping 77% of remote workers feel they are able to carry out their day to day work more productively in a home setting.
- Work – Life – Balance is one other key reason. Remote workers do find it easy to spend more time with their loved ones, parents can see their child grow and mature while actively parenting them, the commute time could be used up to pursue a hobby or build on a skill set too. Better work life balance is what makes remote work very lucrative.
- What about the Millennials – the Millennial generation has a taste bud for appreciation of freedom and flexibility. As per CBRE, 69% of the millennials are ready to barter certain benefits for exchange of a work from home culture.
- Lastly, let’s say Hi to Mother Nature; remote work is not just benefitting the employees and the employers but is also helping to heal the planet. When fewer cars travel to work everyday, pollution levels are dropping.
Now that we have gone through some statistics around remote work, let’s break it down further
As a Business Owner or a Manager, you might be looking to explore options where you may be on the lookout to start a business or transition a business to the new world order.
Whatever situation you are in now, should not be much of a bother as transitioning to a remote setup is simple, it may not be easy though. There are few sets of protocols that one needs to adhere to towards managing and retaining a remote team. We are going to look into these with a certain eye for detail and from really close quarters. The management style of an organization, the communication etiquettes, along with team cohesiveness are also equally important to make this system work.
Are you transitioning towards managing and retaining a remote team! If yes, then let’s continue!
Managing a dispersed team or transitioning to one is for sure a challenge, let’s see what are the steps you can take to make it hassle free.
Remote Onboarding – Steps to Follow and Setting Up Your Employee for Success from Day One
At the very outset – remote onboarding has a lot to do with exposing your new candidate towards your company’s culture, processes and tools used for business and communication.
As per a statistics by Happeo:
69% of the employees are more likely to stay for more than 3 years with the company – if they feel welcomed to an onboarding process.
Let’s start with the process of hiring as that’s critical in today’s day and age.
Selecting which digital platforms you would need – to hire your best future candidates is the first step in the right direction. Once you have chosen the channel, keeping the hiring information as descriptive as you can is a good way to get your search results promoted by search engines.
Be very clear in stating your work and timezones out loud – if you are able to accept candidates from different locations.
Once the hiring setup is in place and new candidate(s) are hired, regarding the onboarding it is best if you can digitize the process. Digitizing here would mean – creating “read through” documents for the candidates.Make the documents available to them likely in a PDF format, where they get to study and know about your company’s culture – vision and mission statements too.
Create a Knowledge base, make it accessible to your new hires. Allow them time for a couple of days and ask what they think about it, take constant feedback too.
Familiarize them with softwares they would be using on a day to day basis, create loom videos in advance that can help them as a guide during the first week.
Fix up daily short 5-10 minute long meeting sessions, discuss the agenda for the day. Regular check-ins with your employees is a good way to keep your hires engaged. Host informal lunch or dinner during the week or best on Fridays – treat it as a bonding session.
Scheduling a meetup once every month and once every quarter on career progression is vital too. Employees normally do not lack motivation; what they necessarily may lack is clarity. It is predominantly your job as a manager or business owner to lay down clear paths for them on which they can build upon.
Give them a sense of support from the very beginning and transitioning this step towards empowerment as you move along is a vital wheel to progress.
Designate a Buddy to the new hire – map your new hire with someone from your organization. This process can create bonding right from get go.
In short, your onboarding manual should just be the first step in the right direction set towards laying a strong foundation of your new hire towards your company’s vision statements.
Embrace productivity tools and training your hires to use them effectively
It is very critical in today’s environment filled with distraction in the form of notifications to embrace and utilize productivity based tools, even more so in the case of remote team setup.
In a case, where communication is paramount – let’s start by finalizing a messaging app, which can be at the center of all company wide discussion. Slack is a great alternative along with Microsoft Teams or Discord. You will need to look for one that can assist in scheduling meets within your team.
Once you are set with the messaging/ communication app – you would need to have a task management system that is shared with your team and all members can access it virtually based on the roles assigned.
This can serve as a common board to check project deadlines and deliverables.
Hire a Diverse Set of Talent Pool
Remote work culture encourages and allows you to hire from across the globe. You can either choose to hire based on talent you need or compromise a little on price points if you are just starting out. You can hire equally talented people from developing countries where the wage rate is slightly lower compared to the one in your country.
If you have a resource pool that sits across various time zones – initial communication on working hours, shift timings and how deliverables are to be scheduled is the key.
It is important that every member of your team is mindful about the working hours of people in a different time zone.
Create systems and processes where the workflow of project deliverables are stated explicitly and there is a smooth transition of work from one timezone to the other.
Focus largely on Culture Building
It is often seen that there lies an element of disconnection between remote teams and identifying this gap and ensuring that it does not enlarge out in time to come is pivotal.
A sense of inclusion in team projects – defining roles that team members are aspiring out to be and key pathways towards achieving them needs to be laid out.
The key to promoting a sense of culture lies in little things – that often gets neglected in a fast paced environment.
Those One on One discussions around bottlenecks that they face during their job or what suggestions for growth they may have are to be heard out very carefully and with utmost sincerity. At the same time, being transparent with what can and what cannot be implemented along with reasoning out the why’s are paramount.
Host team dinners, see how teammates are getting involved in the discussion process. You would surely find that there are few who are not as interactive – check if it is their innate nature – are they usually introvert!
If not – then you have work on your hands, spend more time with them trying to understand what is stopping them from sharing fresh ideas and once these small little areas are fixed, you will begin to see that the seeds of culture that you have sown will stand out as a plant in times to come.
Now that we have a fair understanding of how to build a remote team let’s dig deeper into what it takes to retain and build a “remote marketing team“
“Ignoring online marketing is like opening a business and not telling anyone”
KB Marketing Agency
In recent years, the trend towards remote work has been growing rapidly. Remote work has shown several advantages such as increased productivity, reduced stress, and flexibility, among others. Therefore, many businesses are now embracing remote work.
Building a remote team is an excellent way to take advantage of remote work benefits. However, building a team culture is not always easy and requires a certain approach.
In this content piece further, I will discuss the key steps to building a remote marketing team.
Define Your Goals and Objectives for Remote Marketing Team
The first step in building and leading a remote marketing team is to define your goals and objectives. You need to be clear about what you want to achieve with your marketing team.
You should also define the roles and responsibilities of each team member. Having clear goals and objectives will help you build a team that is aligned with your company’s objectives.
The goal and objectives to be pursued can vary depending on the company’s needs and objectives.
It is important to set specific, measurable, achievable, relevant, and time-bound (SMART) goals and objectives to ensure that the team is working towards the right objectives and making progress towards achieving them.
One should always choose the SMART format for accomplishing any objective that the marketing team has.
Few examples where SMART goals can be implemented are:
- Increase Website Traffic: The marketing team can work towards increasing website traffic by developing and implementing effective content marketing strategies, SEO strategies, and social media marketing campaigns.
- Generate Leads: The marketing team can work towards generating leads by developing and implementing effective email marketing campaigns, social media advertising campaigns, and paid search advertising campaigns.
- Increase Brand Awareness: The marketing team can work towards increasing brand awareness by developing and implementing effective PR strategies, social media marketing campaigns, and influencer marketing campaigns.
- Encourage Storytelling: In a digital landscape where attention spans are increasingly short, visual storytelling can captivate audiences, build emotional connections, and create a memorable brand experience that stands out amidst a sea of information. Brand storytelling is a vital way to unify messaging across diverse geographical locations and cultures, transcending language barriers and ensuring a consistent brand narrative.
- Improve Customer Engagement: The marketing team can work towards improving customer engagement by developing and implementing effective social media marketing campaigns, email marketing campaigns, and content marketing strategies.
- Increase Sales: The marketing team can work towards increasing sales by developing and implementing effective sales and marketing strategies, developing effective sales funnels, and improving customer retention rates.
- Improve Customer Satisfaction: The marketing team can work towards improving customer satisfaction by developing and implementing effective customer service strategies, collecting customer feedback, and developing effective customer loyalty programs.
- Expand Market Reach: The marketing team can work towards expanding the company’s market reach by developing and implementing effective international marketing strategies, exploring new markets, and developing partnerships with other businesses.
Hire Talent for the Right Fit
The success of your remote marketing team depends on the people you hire. Look for people who have experience working remotely, are self-motivated, and can work independently.
You should also consider hiring people with experience in different areas of marketing such as social media, content creation, and SEO.
Here are some steps to help you find the right candidates for your remote marketing team:
- Define the job description and requirements: Start by creating a clear job description and outlining the specific skills, qualifications, and experience you’re looking for. This will help you attract the right candidates and ensure they have the necessary skills to succeed in posting remote marketing jobs.
- Use online job boards and social media platforms: Post job openings on popular job boards and social media platforms, such as LinkedIn, Indeed, and Glassdoor. Use relevant hashtags and keywords to attract potential candidates.
- Leverage your network: Referrals from people you trust can often lead to strong hires.
- Conduct virtual interviews: Use video conferencing tools such as Zoom or Skype to conduct virtual interviews with candidates. This will help you get a better sense of their communication skills, as well as their ability to work remotely.
- Assess their experience working remotely: Working remotely requires self-discipline and time management skills. During the interview process, ask candidates about their experience working remotely and how they stay organized and productive in a remote environment.
- Look for cultural fit: Working on a remote team requires strong communication skills and the ability to work collaboratively. Look for candidates who share your company’s values and are comfortable working in a remote environment.
- Offer a competitive compensation package: To attract top talent, offer a competitive compensation package that includes competitive salaries, benefits, and opportunities for growth and advancement.
By following these steps, you can find talented individuals who have the necessary skills, experience, and work ethic to succeed in a remote marketing role.
Set up Communication Channels
Communication is critical when building leading a marketing team. You need to set up communication channels that will allow your team to communicate effectively. You should choose a communication tool that works best for your team and ensure that everyone knows how to use it.
Video conferencing: Use video conferencing tools like Zoom, Skype, or Google Meet to conduct regular team meetings, brainstorming sessions, and one-on-one check-ins. Video calls help you stay connected with your team members and facilitate effective communication.
Project management software: Use project management software such as Asana, Trello, or Jira to manage tasks, deadlines, and project progress. These tools allow your remote team members to stay on track and collaborate in real-time.
Instant messaging: Set up a group chat or instant messaging channel like Slack or Microsoft Teams to facilitate quick and informal communication among team members. These platforms enable remote team members to ask quick questions, share ideas, and stay connected throughout the day.
Email: Use email to communicate important updates, project briefs, and detailed instructions. Email can be used for more formal communication that requires careful consideration and documentation.
Video recordings: Use video recordings to provide feedback, give instructions, or share updates. Tools like Loom or Vidyard allow you to create video recordings that you can share with your team members, making it easier to communicate complex ideas and provide detailed instructions.
Regular check-ins: Schedule regular check-ins with your team members to touch base and see how they’re doing. These meetings can be one-on-one or in small groups and provide an opportunity for team members to share feedback and ask questions.
By setting up these communication channels, you can create a more connected and engaged marketing team that can work collaboratively and achieve your marketing goals
Establish Growth Protocols for your Marketing Team
Establishing a clear work schedule is critical while building and efffective team. Here are some examples of how you can set up a clear work schedule for building a healthy remote marketing team:
Define work hours: Define the work hours for your marketing team and ensure everyone is aware of them. This could be a standard 9-5 workday or a more flexible schedule that allows team members to work at their own pace.
Set deadlines: Set clear deadlines for projects and ensure team members are aware of them. This will help team members prioritize their work and ensure projects are completed on time.
Use a shared calendar: Use a shared calendar like Google Calendar or Outlook to schedule meetings, deadlines, and project milestones. This will help team members stay on track and aware of upcoming deadlines.
Communicate availability: Encourage team members to communicate their availability to the rest of the team. This could include using an instant messaging platform or setting up an online status to indicate when they’re available.
Establish a routine: Encourage team members to establish a routine that works for them. This could include setting regular work hours or scheduling time for breaks and exercise.
Provide flexibility: Provide flexibility when possible to accommodate team members’ needs. This could include allowing team members to work outside of standard work hours or providing more time for projects when needed.
Set expectations: Set clear expectations for work hours, availability, and response times. This will help team members understand what is expected of them and ensure everyone is on the same page.
By establishing a clear work schedule, you can create a more productive and engaged remote marketing team that can work collaboratively and achieve your marketing goals.
Establish Clear Performance Metrics
Measuring the performance of your effective remote marketing team is essential. You need to establish clear performance metrics to help you track your team’s progress. This will help you identify areas where your team needs to improve and also help you recognize your team’s achievements.
Provide Ongoing Training and Development
Continuous training and development are essential for a remote marketing team. You need to provide your team with the training they need to stay up-to-date with the latest marketing trends and technologies. This will help them stay competitive and continue to deliver results.
Building a team can be a challenging task, but with the right approach, it can be a successful one.
The key to building a successful remote marketing team is to hire the right people, set clear goals and objectives, establish effective communication channels, provide the right tools and equipment, and create a positive work culture.
By following these steps, you can build a marketing team that delivers results and helps you achieve your business objectives.
Wishing you good luck in the journey ahead in setting up your world class remote marketing team.
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