The Power of Remote

1. Remote work is here to stay: Embrace the shift or risk falling behind

The genie is out of the bottle—expectations about where and how we work have shifted dramatically and irrevocably.

Pandemic-driven shift. The COVID-19 pandemic forced a global experiment in remote work, proving its viability and revealing its benefits. Companies that resist this change risk losing top talent and falling behind more adaptable competitors.

Benefits outweigh challenges. Remote work offers numerous advantages:

• Increased productivity
• Cost savings for both employers and employees
• Improved work-life balance
• Access to a global talent pool
• Reduced environmental impact

While challenges exist, such as maintaining company culture and fostering innovation, these can be overcome with proper strategies and tools. The key is to view remote work not as a temporary measure, but as a fundamental shift in how we approach work and organizational structure.

2. Hiring remote superstars: Look for passion, autonomy, and strong communication skills

Because we could offer our employees, even a decade ago, the ability to work from wherever their passions might take them, they stayed with us and consistently overperformed.

Seek well-rounded candidates. When hiring for remote positions, look beyond traditional qualifications. Seek candidates with:

• Strong communication skills
• Self-motivation and autonomy
• Technological proficiency
• Time management abilities
• Passion for life outside work

Value diverse experiences. Don't dismiss candidates with gaps in their work history or "broken CVs." These individuals often bring unique perspectives and a strong appreciation for remote work opportunities. Consider candidates who have:

• Pursued personal passions
• Taken time for family responsibilities
• Lived or worked in diverse locations
• Demonstrated adaptability in various situations

Hiring remote superstars requires a shift in perspective. The ideal candidates are those who can thrive in an autonomous environment while maintaining strong connections with their team and the company's mission.

3. Onboarding for success: Create a robust virtual induction process

Without a clear, rigorous, and effective onboarding program, new hires could soon be lost, without a road map or compass.

Structured approach. Develop a comprehensive onboarding plan that spans the first 90 days of employment. This should include:

• Clear communication of company culture and values
• Introduction to key team members and mentors
• Training on essential tools and technologies
• Regular check-ins and feedback sessions

Foster connection. Remote onboarding requires extra effort to build relationships and integrate new hires into the team. Consider:

• Virtual social events or icebreakers
• Assigning a "buddy" to each new hire
• Creating opportunities for informal interactions
• Encouraging video calls to build familiarity

A well-designed onboarding process sets the foundation for long-term success. It helps new hires quickly acclimate to their role, understand expectations, and feel connected to their team and the broader organization.

4. Optimizing remote performance: Focus on results, not hours worked

Remote worker productivity should never be about hours worked, mouse clicks, or keyboard strokes—or even tasks completed. The primary metric must be results delivered or targets met by individuals and the team as a whole.

Results-oriented management. Shift focus from monitoring activity to measuring outcomes. This approach:

• Encourages autonomy and trust
• Allows for flexible work schedules
• Promotes work-life balance
• Drives innovation and efficiency

Clear expectations and accountability. To optimize remote performance:

• Set clear, measurable goals and deadlines
• Use project management tools to track progress
• Hold regular check-ins to discuss achievements and challenges
• Provide timely feedback and recognition

By emphasizing results over hours worked, managers can create an environment that fosters productivity, creativity, and job satisfaction. This approach aligns with the inherent flexibility of remote work and empowers employees to manage their time effectively.

5. Effective virtual leadership: Build trust, delegate authority, and foster engagement

The more you are able to demonstrate concern for your people, particularly amid crises and over a distance, the more engaged they are likely to be, increasing efficiency and productivity.

Build trust through transparency. Open and honest communication is crucial for remote leadership. Strategies include:

• Regular team meetings and one-on-ones
• Sharing company updates and decision-making processes
• Being accessible and responsive to team members
• Admitting mistakes and showing vulnerability

Delegate authority and foster autonomy. Empower remote team members by:

• Assigning ownership of projects or tasks
• Providing resources and support, not micromanagement
• Encouraging creative problem-solving
• Recognizing and rewarding initiative

Foster engagement and connection. Keep remote teams motivated and aligned through:

• Clear communication of company vision and goals
• Regular recognition of achievements
• Virtual team-building activities
• Opportunities for professional development and growth

Effective virtual leadership requires a shift in mindset and approach. By focusing on building trust, delegating authority, and fostering engagement, leaders can create high-performing remote teams that feel connected and motivated.

6. Instilling passion in remote teams: Connect work to purpose and personal goals

Passion is a profound sense of connection to one's work that inspires consistent peak performance.

Link work to purpose. Help team members understand how their work contributes to the company's mission and broader impact. This can be achieved through:

• Regular discussions of company vision and values
• Sharing stories of customer impact
• Connecting individual tasks to larger strategic goals

Align with personal goals. Foster passion by helping employees see how their work aligns with their personal aspirations:

• Conduct regular one-on-one meetings to discuss career goals
• Provide opportunities for skill development and growth
• Offer flexibility to pursue side projects or personal interests

By connecting work to both company purpose and personal goals, leaders can inspire passion in remote teams. This leads to higher engagement, creativity, and overall performance, even when working from a distance.

7. Managing remote projects: Implement a structured approach with clear communication

RPM helps remote collaborative projects adapt to dynamic, fast-paced environments.

Structured framework. Implement a Remote Project Management (RPM) approach that includes:

• Clear definition of project goals and success criteria
• Identification of key stakeholders and their roles (RACI chart)
• Regular check-ins and status updates
• Proactive risk management and escalation procedures

Communication is key. Prioritize clear and frequent communication:

• Use collaborative tools for real-time updates and document sharing
• Hold regular team meetings to discuss progress and challenges
• Provide concise, visual project updates for executives and stakeholders
• Encourage open dialogue and quick resolution of issues

Managing remote projects requires a more deliberate and structured approach than traditional project management. By focusing on clear communication and using a framework designed for remote collaboration, teams can successfully navigate complex projects across distances and time zones.

8. Closing the last mile in sales: Leverage dedicated support to finalize complex deals

The real productivity losses come from the burden of administrative details that bury enterprise sales representatives during the last stages of the sales process.

Identify the bottleneck. Recognize that the final stages of complex sales often bog down high-performing salespeople with administrative tasks, reducing their ability to bring in new business.

Implement dedicated support. Introduce a Sales Support Consultant (SSC) role to:

• Manage the administrative details of closing deals
• Coordinate between various departments and stakeholders
• Track action items and follow up on pending tasks
• Provide clear, concise reporting on deal status and risks

By offloading the administrative burden of closing complex sales to dedicated support staff, companies can:

• Increase the number of closed deals
• Accelerate the sales cycle
• Improve customer satisfaction
• Allow salespeople to focus on building relationships and generating new leads

This approach recognizes the unique challenges of remote sales processes and provides a structured solution to ensure that verbal agreements transform into signed contracts efficiently.

Last updated: July 25, 2024