“It doesn’t seem that good to constrain hiring to people who live around offices,” Facebook CEO Mark Zuckerberg said in one of the interviews. He claimed that by 2030, half of the social network’s employees will work remotely.
“I don’t really believe that we’re going to end up coming back to the office,” Amazon CEO Andy Jassy said at an industry conference in 2022, and promised plenty of remote work experiments.
“We want to hire and retain the best people in the world (like you),” Airbnb CEO Brian Chesky wrote in an email to employees, noting that limiting the workforce to a radius around offices would put the company at a “significant disadvantage.”
Such statements by tech giants confirm the global trend – physical offices are becoming a thing of the past.
According to the survey, 85% of tech specialists said they work either completely remotely or in a hybrid model. And 3 in 5 respondents don’t want to return to the office.
Another report shows that 71% of employees became more productive compared to working in an office before. 3 of 4 senior technology respondents also report increasing productivity of their remote workers, according to Commit.
Despite the many benefits of engaging remote teams – improved productivity, access to global talent, and cost savings, – integration and management remain the main challenges.
How to integrate remote teams
Based on our experience, cases of well-known tech companies, and numerous pieces of research, we’ve compiled a 5-step plan to help you successfully integrate and effectively manage a remote team.
Step 1. Choosing the right people
Today’s candidates are highly interested in a remote format. According to the report, 97% of respondents in the software sector believe that remote or hybrid models help recruit or retain talent. It gives the employer a wide choice in choosing a remote team.
In order to find those people who share the values and goals of the company, it is necessary to form a certain approach to the analysis of future team members. There are various methods of behavior assessment, such as questionnaires, psychological interviews, and even games. Unusual tests can also come in handy.
An example is the experience of the IT company Clevertech, which the CEO Kuty Shalev shares in the article for HBR. He claims he hadn’t met his CTO in person for three years after hiring him. According to him, the company uses unexpected or provocative descriptions and questions and asks to record some short videos about themselves. If a person is not ready to appear in front of the camera, such an employee is not able to leave his comfort zone, Kutiy Shalev believes.
Your company’s approach does not necessarily have to be similar. So before you test candidates, be aware of your expectations, values, and unique style.
Step 2. Acquaintance and onboarding
Create your own distance learning program for new remote employees. It can include welcome letters, video instructions, and work schedules. If the company has physical offices, a video tour can be useful.
For example, GitLab uses its own product for the remote onboarding of new employees. Also, a remarkable thing is GitLab’s “team handbook“, which consists of several thousand searchable web pages.
An option may be the implementation of mentoring assistance. Usually, the mentor is not a team leader, but an equal colleague whom one can easily ask for help or clarification.
Step 3. Implementation of precise management, discipline, and corporate culture
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Make your virtual team feel included
Research shows that remote workers are more likely to feel left out. Therefore, the manager needs to direct efforts to raise team spirit and be available during the working hours of such employees regardless of the time difference.
Frequent and regular communication, the cadence of check-ins, and scheduled meetings are what the most successful managers do. At least, 46% of respondents think so.