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When working, our remote workers must always be in chat and respond as soon as they are able to (not interrupt... -
We have a Monday weekly meeting for about 45min where everyone should show up. Other than that team members are free... -
Partially. There is a company scrum at 10am every morning during which people are expected to come, but it’s not a big deal... -
We meetup as an entire team at least twice per year. We call them JarFests. We work hard to plan them... -
Yes we do, and they are awesome. My tip would be to keep the work content to a minimum. A brief... -
We operate with two company retreats per year, each slightly different from the other. The first retreat is a full-week “working... -
Every team is different, but at least quarterly. -
We were meeting together about once or twice a month in person. Now we will probably shoot for about twice a... -
We have an annual, week-long meeting (lovingly named AGConf, inspired by the geeky conferences we endeavour to regularly attend), where we... -
At Toggl, we have a result oriented culture and everyone’s productivity is measured by their results. We have small teams working together: back... -
Work is seen by the team. We notice output and their work speaks for itself. We all contribute in everything we can besides our... -
We set goals and deadlines, the same way we would if our team was working in an office together. The team here at Batchbook... -
Clear tasks, responsibilities, and deliverables. -
Feedback, coaching and one-on-ones are absolutely critical to a good relationship with employees. Whenever I... -
I would say that the number one key success factor has been to focus on OVER communicating. Since we don’t see each other... -
Creating a healthy balance between trusting our team members to manage their work time and monitoring their activity. We have team... -
Keeping everyone happy and connected, not forgetting people. -
It’s about making sure there is enough time to actually support staff, and that there are effective processes around what we expect our... -
Most managers have a mix of head office and remote workers in their teams, and work hard to ensure people feel... -
Sharing how the company is going and being fully transparent when it comes to growth and financials has allowed our team... -
We invite them on a trip and do fun things together! -
All our team members are welcome to use their own laptops and phones. There are some cases where we provide additional equipment that belongs... -
Team members can use any hardware that they please. After you’ve worked with Doist for six months, you are granted a generous hardware... -
Bring them if you got ‘em! We’re bootstrapped and remote workers are used to blurring traditional lines of process and policy. Typically for... -
We have an open time off policy, which translates to take the time off that you need. We ask each person to discuss time... -
As a mom friendly organization we have a generous time off policy that includes paid sick days and paid family leave. -
We have days per years worked in the company policy, days increase the longer you stay with us. -
I had no real fears of managing remote workers, but I always am cautious to ensure I communicate regularly and that... -
I would say more fear a lack of productivity, lack of communication or engagement, even how to manage potential issues like... -
I used to worry about things not getting done or people not feeling responsible. But so far, our people care and...
139 companies answer 10 questions.
Managing a remote or distributed team successfully requires good support, planning, and communication. Whether deciding if and how to get the team to meet in person or defining the line between vacation and flexible work, the management of a remote team has differences from managing traditional on-site teams. In our Managing Remotely section we ask top remote companies how they keep their teams running smoothly from thousands of miles away.
