Managing Remotely

We don’t have a specific policy for how soon or how often things need to be communicated. I’d say the Golden Rule applies here and…

It depends on the team. I don’t know of any teams in our company that mandate response times for internal communication, but plenty of teams…

We don’t set communication rules for the team, but we rely on a collaborative approach to accomplish the company’s goals. Rarely is one team member…

Yes, we do. This is critical for us. First of all, you need to have a clear agenda with what you want to achieve during the…

The biggest thing is to understand what you want to get from the trip. On some trips, we’ve focused more on team-bonding and relaxing together,…

Twice a year we organize a team work retreat. We just returned from a week in Lake Tahoe, CA. Our retreats aren’t really “vacations for…

Yes we have regular company retreats because we understand that nothing beats face-to-face contact for getting to know people and helping to build trust and…

Our Remote Team members have an opportunity each year to meet physically together once a year at a Haus. Haus is a Remote Year term…

This is not a requirement, and due to the global distribution of our team, it is difficult to coordinate. We do use regional industry events…

As an organization, we hire really driven people, set clear and ambitious goals, and check in on them regularly throughout the year, both formally and…

Measuring productivity is the same regardless of where someone is located physically. If they are in the cube next to you, they can be as…

Productivity isn’t black and white and therefore measuring it requires an understanding of the work being done and the people doing it. In short, it…

Trust is a key element; you have to ensure that every member of the team trusts each other to do what they have agreed to.…

Agree on communication channels and style of communication.

Communication, community, and transparency. Without those three things, your relationships with remote workers will fail.

Different laws in various states and keeping on top of that while trying to be fair to the masses. 2. Keeping everyone motivated and energized,…

We’ve had the most success with employees who came into the experience with a realistic understanding of the nature of the job and what it’s…

The toughest part about managing a remote workforce is making sure everyone feels connected to the team and culture of Appirio. We work very hard…

We invite them on a trip and do fun things together! We also have online events such as “best teaching moments,” contests, etc. to keep…

In addition to our communication channels, our kick-off meeting goes over all of our retainer clients and the new projects we’re starting, as well as…

We have annual team meetings and smaller hit team meetings throughout the year. We do our weekly call, and we use video calls as default.…

We offer employees a notable equipment stipend to be used for purchasing company assets when they start ($2,000 for technical production like designers and engineers,…

We provide all equipment people need to do their jobs. If someone wants to use their own device, that’s fine too.

We don’t really have a formal policy. Most people use their own devices, but we make sure people have what they need. Everyone is free…

As a mom friendly organization we have a generous time off policy that includes paid sick days and paid family leave.

We do not have a time off limit. However, for it to be worth my while to manage our resources, they have to contribute a minimum…

We have a fairly standard PTO plan for full-time [A]gents.

I think my biggest fears are when we lose touch with someone. Every once in a while, someone will just “disappear” – they don’t answer…

My biggest concern is worrying about the happiness of our team members. It’s easy to tell how someone is feeling in person. Fortunately, we haven’t…

That it would be harder than it actually is. In fact, the management problems are the same regardless of location.