Succinct learning is a tried-and-tested strategy for developing your employees. Here's how you can implement it.
Remote working is not just another fad but the future of the workforce.
51% of employees believe remote working helps improve their work-life balance, while 77% are more productive than in the office.
Besides, 72% of employers say remote work has a high impact on employee retention.
However, building a kickass startup remote team is easier said than done. Finding the right people for your organisation, ensuring they follow your company culture, and stay productive throughout the day can be challenging.
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To make things easier for you, we have created this comprehensive guide where we talk about our experience of how we built an effective startup remote team.
When hiring remotely, you need to plan every step to ensure you choose the right candidates for your organisation. Here’s how you can do that.
Once you’ve shortlisted a few candidates using the first step, it’s time to make the interview process as great as possible. Here’s how you can do that:
Research by Glassdoor shows that a great onboarding process can improve employee retention by 82%. Unfortunately, 88% of organisations don’t onboard well.
In a remote setting, you need to pay special attention to onboarding to offer a memorable experience. Begin with minimising the steps required in the onboarding process. For instance, send documents for online signature (and which tool the candidate can use to sign them).
Other aspects you can excel at include:
Lastly, establish guidelines and expectations related to performance. This will help enhance your team’s productivity and enable you to hold them accountable.
Some guidelines you can set for your remote team include:
Once you complete the onboarding process and have established working guidelines, it’s time to assign a mentor to help them sail the first few days at the organisation efficiently.
The mentor could be someone who has been in the company for a long time (could be you as well). The primary role of the mentor is to regularly check on the mentee, answer their queries, make them feel comfortable in the company, and help them understand the organisation’s culture.
Since in the remote setting, employees can’t just get up from their chairs to clear their doubts from their colleagues, a smooth flow of communication online is all they need.
By eliminating any barriers in communication, you can create an atmosphere that enhances your team’s productivity and minimises last-minute hassles.
This means you need to invest in the right communication tools (phone and internal chat).
The right tools can significantly enhance your team’s performance. These tools can be divided into two categories: company-wide and departmental.
For instance, internal messenger and phone systems will be helpful to your entire team. But your marketing team will need access to a SEO tool, social media management tool, or an email marketing tool.
Make sure every employee has access to the necessary tools that they need to do their job efficiently.
Building a remote team requires an effective plan and patience. Take time to find the right candidate for your organisation — someone who meets the skills required and is a good communicator. Also, don’t forget to give them the tools they need to do their job effectively.
In a nutshell, Mohammed Farooq is the Marketing Manager at iTeleCenter with 11+ years of experience in SEO SEM, SMM and PPC. During his time off he watches edgy comedy on Netflix or explores the newest restaurants in town.