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Managing Remote Teams 👩‍💻

“We like to give people the freedom to work where they want, safe in the knowledge that they have the
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Managing Remote Teams 👩‍💻
By Gillian Davis • Issue #15 • View online
“We like to give people the freedom to work where they want, safe in the knowledge that they have the drive and expertise to perform excellently, whether they [are] at their desk or in their kitchen. Yours truly has never worked out of an office, and never will.” - Richard Branson, Virgin

For a while it looked like remote working was going to become the new normal for many companies. Although flexible working is quickly becoming an expectation for many employees there is still a resistance in many companies to create flexible working arrangements. IBM was famous for it’s flexible working policy but recently went back on the agreement with the aim to foster more in-person collaboration. I have heard are a lot of reasons as to why it doesn’t work, some of them with backed by good logic but very often it is driven by lack of trust and/or fear that they will take advantage. The old adage that if an employee is not at their desk then they aren’t working is still surprisingly prevalent (Barclays just put sensors on desks) despite the fact that the majority of our modern day working tools foster our ability to work from anywhere. Case in point; I am writing this in a plane on the way to a client.
 I think the argument to foster flexible working will win in the end as the companies that do it right will become more and more attractive to employees. Companies that figure out the balance between in-person collaboration and clear accountability will reduce the fear that the work isn’t being done. Buffer, a social media scheduling tool works completely remote and uses annual company offsets to create synergy and trust amongst the teams. One to watch for sure.
What this means for managers is that they will have to be able to adapt their style to work for their teams being out of the office and sometimes in another time zone.  They have to think about typical ‘management’s stuff but also be super considerate on how to communicate using multiple mediums by using tools, creating rituals, and being ‘human’.
In today’s podcast we talk to Kunjal Tanna, Partner at LT Harper, cybersecurity recruitment experts based in London. Before setting up her business earlier this year, Kunjal was in the U.S. building a team from 5 to 450 across the country. Kunjal recounts the challenges that came with and what she would do differently if she could go back. She also shares her expert tips on how to build your team. 
Save The Date 📆
Next Podcast Episode Runs: September 5th
Read 👓
1. There are many ways to make remote teams work. Check out this blog post by Rikke Koblauch on how her team made it work. 
2. Standup meetings often don’t work on remote teams because of time zones and the diversity of work, this approach looks at the ‘Daily Cafe’. 
3. How Buffer built an internal tool remotely for their team retreat. Love seeing teams use their collective genius to build tools to work for them! 
4. Having remote workers requires a more thoughtful approach to management - always start by setting clear expectations. 
Watch 🎥
Ricardo talks about the every day complexities of working remotely and managing a team of 30 people from very different cultures and backgrounds.
Listen 🎧
In this episode, Pilar talks to Brie Reynolds, Senior Career Specialist at Flexjobs, about taking control of your career when working remotely.
Try 👩‍🎓
Learn how to create a team agreement: a basic set of expectations for how you want to work together that will simplify your tool chaos and avoid misunderstandings.
Brilliant Theory from @AnthonyDever
Brilliant Theory from @AnthonyDever
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Gillian Davis

Helping leaders inspire and enable their teams.

Author: First Time Leader // www.overtimeleader.com //
Reach out @gilliandavis07

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