How to Build a Remote Team 

While remote work was possible before COVID-19, the pandemic quickly accelerated its adoption, and now many teams operate as a fully remote workforce. 

Some remote teams are more effective than others. If you already have one or more remote teams in your company, or you are looking to build out a remote team, consider the following best practices. 

What is the Best Way to Build a Remote Team?

Hire the Right People 

If you have the right people in place, your remote team will mostly run itself. Because fully remote workers are given so much autonomy, it’s a good idea to hire experienced workers for these positions. People at the entry-level and early stages of their career should be eased into remote work arrangements by starting them off in hybrid positions. 

Remote positions typically require significant amounts of communication and problem-solving at the individual level. Ideally, applicants for remote positions should be able to show a proven track record of using these soft skills. 

Have Communication and Collaboration Platforms in Place 

Remote work wouldn’t be possible without communications and collaboration platforms. Therefore, it’s important to select platforms that facilitate the type of work your team performs. 

Video conferencing platforms like Zoom and Google Meets became essential in 2020. These platforms are best used with teams of less than 100 employees for both business meetings and virtual meet-ups. 

Messaging apps like Microsoft Teams and Slack are useful for both one-on-one and group conversations. These apps are well-suited to both desktop and mobile devices, making it easier for employees to stay connected while on the go. 

Set Expectations and Trust Your Team to Meet Them 

One of the biggest challenges that managers of remote teams face is keeping employees on task and pulling in the same direction. When you set clear expectations around deliverables and deadlines, it helps keep both individuals and the collective on-task. 

After expectations have been set, it is important for remote managers to trust their team members. This can be difficult for managers who are used to walking around a physical workplace to check in on employees’ progress. However, constant check-ins and requiring too many layers of approval can bog down a remote team and cultivate an air of distrust. 

Don’t Neglect Social and Cultural Bonds 

At the height of the pandemic. We found out just how hard it is to maintain social and cultural connections over the internet. For managers of remote teams, this should be a major concern. Research regularly shows a direct relationship between the strength of these bonds and employee retention. 

Remote lunches and happy hours can feel a bit forced. If your team isn’t into holding these digital get-togethers, there’s no need to push them. Instead, encourage casual chatter and even light banter over your communication apps. Ask people about their weekend and encourage them to share bits of their personal interests. 

We Can Help You Build an Optimal Remote Team 

At SMCI, we specialize in helping our clients build highly effective remote teams with custom talent acquisition solutions. Please contact us today to find out how we can do the same for your organization.