Managing Remote Teams - A Crash Course | Andreas Klinger

Remote teams need 5x the process. When i say processes, i don’t necessarily mean heavy-handed workflows, piles of paper and someone using a giant stamp confirming every action. I mean “systemized communication and expectations made explicit”.This can be as simple as: “We do check-ins every morning…” “Please before you do X always do Y…” These simpl... See more

Hybrid setups are hard too (...) Establish processes for communication needs for these kinds of setups are hard. Because they are against human nature… I will just discuss things with you while getting water in the kitchen… I won’t repeat what we discussed in slack because i am… well… as all humans… damn lazy!.

I have tried all the models described. Personally, I’d recommend you avoid hybrid approaches and act as distributed as possible - or just don’t do remote at all and be co-located. Both are fine.

It’s a simple fact: talent retention. Ask remote teams how long their people stayed with them. It’s years longer than in co-located companies.

“Innovation” is more natural in person. It’s better when even the quiet person in the back can pick up a marker and explain something.But once you agree on something it’s about individual performance… This is usually easier remote.

The question is no longer if you work remote but how much. Remote work is the logical evolution of digital work. And the best-practices of remote teams are often learnings for all digital knowledge work teams.