How to effectively manage remote teams

How to effectively manage remote teams

WORK180Mar 17, 2020

The future of work is remote. Given WORK180 is a completely remote business, we asked some of our leaders to share their advice on managing remote employees.

The remote work revolution is coming, with some of the world’s leading research institutions finding that workplace flexibility is positive for the bottomline, boosting productivity, performance, engagement, retention and profitability.

While in a recent remote working study conducted by GitLab, 86% of respondents believe remote work is the future and 62% said they would consider leaving a co-located company for a remote role.

But managers of remote workers have a unique challenge in that they need to lead and influence people they don’t have regular face-to-face contact with. But it’s not a challenge that’s insurmountable – it just requires a different way of thinking and doing things.

We share six tips on how to successfully manage remote employees:

1. Use video, not phone

While you may not be in the same office as your employees, you can still replicate that face-to-face connection by using video conferencing technologies such as Zoom or Google Hangouts. It will also help you pick up on nonverbal cues. WORK180 Chief Marketing Officer, Alex Lasry, encourages any remote manager to ditch the phone in favour of video communication.

“Video enables better interaction and helps you build stronger rapport than an ordinary phone call,” he says.

2. Respect your employees’ work hours

Flexible working gives your team the ability to work more flexible hours, and everyone will approach this differently. Some do their best work in the morning, others in the late evening. And then there might be different time zones to factor in. As a manager of remote employees, you need to understand and respect these different work schedules.

“Be aware of the hours your team are working and ensure you’re holding team meetings or workshops at times that work for everyone,” advises Alex.

3. Establish personal connections

Without the natural office bump-in, you need to make an effort to build trust, camaraderie and familiarity with your direct reports and extended colleagues. Reserve some time during each meeting for a casual conversation that helps you get to know your team members on a personal level, and also share what makes you who you are.

“Utilise all your channels to build culture and keep people connected,” recommends Alex. “I like tools such as Donut, which facilitates random introductions to other colleagues your team may not directly work with, and helps you build relationships outside of your normal sphere of work.”

4. Encourage open communication

It’s important to check-in with your remote workers regularly and make sure they have an avenue to be heard.

“It can be harder to pick up on cues when the team is working remotely, so you need to facilitate open lines of communications,” says Alex.

5. Use the tools and experiment

For Marika Andrews, Head of User Experience at WORK180, one of the challenges for her has been conducting ideation and sketching sessions, which typically happen in a room with whiteboards, plenty of sticky notes and people bouncing ideas around.

“Recreating these with online collaboration tools has been a challenge, but I’ve spent a lot of time testing out different ones and asking for feedback from the team to see what they’ve found works for them,” she says.

Marika's new favourite tool to use is Mural

“There’s heaps of tools out there, but you have to find the ones that work for your particular team.”

6. Trust your team

Finally, a successful remote manager-employee relationship is built on trust, and managing by performance not presenteeism.

“You need to trust your people to do the work based on the expectations you’ve set,” says Alex. “After all, simply seeing someone sitting at their desk is no measure of their effectiveness.”

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About the author



WORK180 is an international jobs network that connects smart businesses with talented women. We pre-screen every employer on our jobs board to see where they stand on pay equity, flexible working, paid parental leave, equal opportunities and a range of other criteria. We also take into account diversity initiatives focusing on age, ability, ethnicity and sexual orientation.

The information we uncover is made public on our website, so that everyone knows what to expect from each employer before applying for a job. We continually review and evolve our pre-screening criteria to ensure workplaces are fair and equal for everyone.

To help women find a workplace that will work for them, we prescreen employers on their gender pay gap data, parental leave policies, flexible working, and more. Find your next role on the WORK180 job board.

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