4 tips for effectively managing a remote business around the world

The opinions expressed are solely those of the author and do not reflect the opinions of the editors or editors of Rolling Stone.

From 2005 to 2019, the number of employees working remotely increased by some 216%, more than 11 times that of the rest of the U.S. workforce, according to results of Global Workplace Analytics. At the height of the pandemic, more than two-thirds of U.S.-based employees were working from home. Although the spread of the pandemic has since slowed, more than 80% of U.S. employees now want to continue working remotely for at least half of their time after the pandemic officially ends, with nearly 19% saying they would like to work from home everyday.

For business owners, human resources managers and other industry leaders, this change presented many challenges. Managing the day-to-day operations of a business, including a team of employees working remotely around the world, is no easy task. In order to maintain control over your business operations and foster trust between employees and management, managers can take several steps to make a fully remote work environment a boon for their employees and their business.

Since my company, Ginni Media, was founded in 2018, all of our employees and team members have worked in fully remote environments, even before the pandemic. To give some advice to other leaders and managers navigating this process, I want to offer my top four tips that business leaders can use to effectively manage their employees remotely, regardless of where they are located.

1. Remember that there is a foundation for freedom

I know this tip sounds like a contradiction. After all, isn’t the point of freedom in having complete flexibility and choice about what you want to do with your time? I say, absolutely.

Freedom is a coveted luxury, a loaded word, and even sometimes feels like something seemingly impossible to achieve. It is a fundamental value in my organization. What I discovered at the head of a 100% remote company that sees freedom as a value is that freedom must be built on a solid foundation.

This foundation is linked to a different and unique appearance to each individual. However, it usually involves a certain level of habit, practice, commitment, and consistency, which is found when you are clear about your values ​​and put them first. For example, if you place a higher value on self-care habits, such as daily fitness exercise, diet, and diet, those habits create a foundation for freedom based on physical health. Likewise, if you value the habits that nourish your mind and focus on personal and professional development and interpersonal relationships, it creates a foundation for granting you the personal freedom to continue to learn and grow.

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2. Regular recordings and team meetings

When your employees are in different time zones, it can be extremely difficult to stay in touch with every member of the team. Regardless of this challenge, maintaining open lines of communication with your remote employees is crucial in order to maintain their happiness and productivity. After all, what employee wants to log in to work every morning to feel like they’re not really part of the team?

In addition to maintaining open communication with your employees, staying in touch with your remote workforce is vital to the health of your business. It also doesn’t have to be done with all the pomp and circumstance of daily or weekly company-wide meetings; Sometimes all it takes to make your employees feel connected is a quick message on Slack or via email.

At Ginni Media, my managers, employees and I have weekly team meetings and regular service meetings scheduled throughout each week. I also take the time to have one-on-one interviews with each member of the team to make sure we all stay connected and that I can continue to learn more about what each employee values ​​and why.

3. Build a community first – the business will follow.

As a business leader, a key part of your responsibility is making sure your team feels emotionally and physically safe. Even if you can’t always control it when your employees are totally distant, you can continue to foster an internal corporate culture that promotes and prioritizes the emotional security of its employees.

For example, we have a weekly “win and oops” meeting. This meeting allows us as a company to talk about our professional and personal gains throughout the work week, as well as any “oops” or goofs we may have made. The intention here is to encourage our remote employees to make bold and independent choices and – if there are any issues that need to be addressed – to speak openly about any challenges they face in an environment where feedback. can be shared and accountability measures put in place.

4. Encourage informal and personal conversations

Because we don’t have the luxury of in-person events like after-work happy hours at a local bar or just having lunch together, I always encourage my team members to have regular personal conversations in the same way. more relaxed possible.

Since these conversations cannot take place in a physical location, we instead created a dedicated Slack channel for “random” conversations on water fountains. This channel is usually inundated with personal vacation photos, stories, questions, or even random creations made by some of our most creative employees. It’s a fantastic way to foster informal communication between our employees, and you never know what to expect.

Along with this specific chain, our company has also run themed and fancy dress days such as “hat day”, “skin care day”, “drink day” and tons of other casual events to help our employees. to show their more relaxed side. These activities are fun ways to build collaboration among employees and further strengthen the connection they have with each other. It is important that you participate actively in these kinds of conversations as well.

The better your employees understand you as a leader, the more confident they will feel in their jobs, which will improve workplace happiness and productivity, no matter where they are located.


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