Your remote team is growing and you need to stay organized. What's the best way to do it?

In my professional journey, I've learned that the cornerstone of successful collaboration lies in establishing unambiguous expectations with those you bring on board. This clarity can foster a sense of direction and purpose among team members. When leaders neglect the essential task of laying a strong foundation, failing to define objectives, roles, and expectations clearly, it leads to confusion and disorientation within the team. This not only hampers performance but can also lead to a profound sense of dissatisfaction and demotivation among remote workers, who may struggle to meet expectations that are ill-defined or not communicated at all. If you are a leader that micromanages your team, just quit. Nobody wants to work for you.

I suggest following: 1. Utilize project management platforms like Asana or Trello to assign tasks, set deadlines, and track progress. 2. Regular team meetings through video conferencing tools such as Zoom or Microsoft Teams to enhance communication and maintain a sense of connection. 3. Establish clear communication channels and protocols to ensure everyone is on the same page. 4. Encourage open and transparent communication to address any challenges promptly. Regularly assess and adjust workflows to optimize efficiency as the team continues to expand.

I believe the best outcome in a company, comes from great communication and organisation. I will suggest, Establish clear communication channels: Define which tools are best for different situations. It's better to share too much information than not enough, especially with a geographically dispersed team. Be clear about when team members can expect replies to messages and emails. Schedule regular meetings: weekly team meetings, have open communication. Invest in project management tools: Platforms like Asana, Trello, or Monday.com can help track tasks, deadlines. Create a central repository for documents and information. Define clear roles and responsibilities: Every team member should understand their individual and collective goals.

As with another post, look at the team design. How do people, not just the leader, communicate best? What are the primary styles of the individuals? Reflectors, pragmatists, reactors etc? Communicate your leadership communication style - no 'my door is always open' statements. If you respond best to data and ideas, state this. Some leaders prefer a bi-weekly formal meeting but to send bullet points weekly for no surprises. As the team grows, select other team members for specific areas for others to go to. The person who is great at understanding financials, the person who is great with a presentation. Get to know your people and then they get to know your methods.

Collaboration is crucial for team success. Clear expectations foster cohesion and purpose. As leaders, it's our job to define objectives, roles, and expectations. This improves team performance and empowers every team member to contribute. A strong team is the foundation of a successful organization. Let's work together to create a culture of clarity and collaboration.

Task management software can help your team work more efficiently and achieve greater success by staying organized, tracking progress, and collaborating effectively. Encourage your team to embrace new technologies and develop their skills. With the right tools and a willingness to learn, your team can achieve more than ever before.

Oui les logiciels cités tels que Asana, Trello ou Monday sont efficaces. J'ai aussi beaucoup entendu parler de Click-Up. De plus, pour formaliser les process internes, Notion, est un bon outil collaboratif. Et pour la communication courante, Slack ou Teams.

How and when to update the task management software and the impacts if not kept updated are essential to communicate and to avoid unnecessary duplication and interruption. Using a cloud based task management software rather than local helps remote teams help each other and stay ahead of workload bottlenecks

A business of any scale needs a leader who can galvanize and enroll people to support a specific mission. You cannot succeed without motivating others to do what you need them to do. That means you need consistent 1:Many communication. Here are 3 things to make sure you're always doing: 1) TIE US TO THE BIG PICTURE. Don't assume we're keeping the mission/vision in mind. Research proves that all to-do lists seem shorter when the 20 things on them ladder up to a bigger picture. Show us. 2) KEEP YOUR MESSAGE SIMPLE. Business-speak words don't make you sound as smart. Talk to us like a close friend and use the human words that you'd use in that situtation. 3. BE PUBLIC IN PRAISE. Tell us you're proud/grateful for specific accomplishments.

Oui, je préconise toujours d'éviter au maximum le mail en interne. Parfois on voit des emails envoyés à presque toute l'entreprise en copie alors que ?a ne concerne presque personne !! Un email avec PJ pèse presque 10 g de CO2 !! Et je ne parle même pas du temps perdu. A la place j'aime beaucoup le système de Slack. On y crée des espaces (appelé canaux). Par exemple : administratif, marketing, comptabilité. Dans mon entreprise j'y ai même crée des espaces fun, idées, inspiration, ressources pour que cela devienne un lieu de de vie et d'échange.

Ante cambios en mi equipo, motivadas por la transición a una operación continua de 24 horas y cambios en supervisores clave, adopté una estrategia proactiva. Me acerqué personalmente a los nuevos supervisores, delegando responsabilidades y realizando un seguimiento detallado para evaluar su rendimiento en línea con las expectativas. Este enfoque cercano y las conversaciones individuales fueron fundamentales para comprender a fondo el potencial de mi equipo. Además, implementé reuniones diarias con todo el equipo para compartir avances y resultados. Estas reuniones no solo proporcionaron transparencia, sino que también fomentaron un sentido de colaboración y responsabilidad.

Une des choses les plus difficiles pour un chef d'entreprise, c'est de déléguer. Il faut le comprendre : dans presque 100% des cas le créateur d'une TPE/PME est un technicien qui maitrise à 100% le sujet technique. Et il le fait parfaitement bien. Comment déléguer ?? Et bien, une première étape serait de prendre conscience et accepter que parfois il est bon et sain de ne pas tout savoir faire et que travailler avec quelqu'un qui sait mieux faire que nous est une chance. On peut imaginer par exemple que ce dirigeant ait plusieurs casquettes (toutes les casquettes) : décideur, communicant, commercial, artisan, comptable, ressource-humaine etc... Travailler avec un collaborateur spécialisé dans un domaine serait donc un cercle vertueux.

Being a micromanager can actually slow down progress because you are communicating that you don't trust your team to be able to do the job they were hired for. This can stifle growth, creativity, collaboration and so much more among a team. You need to be able to delegate tasks and trust that the people you hired will do their job well. Establishing a point to check in on a project is fine, but when you begin to hover over your team, they will start to resent your presence and feel like you do not trust them to do their job.

To get great outcomes when delegating get to know your people... Are they detailed, how much info do they need so they get started Are they big picture... and prefer very little details Give an example where possible, so they can see what you are after or something similar Check in sooner rather than later so you can make sure they are on the right track and give feedback. Tie tasks back to the big pictures, so they can understand how their work fits in and get a great sense of belonging. Discuss obstacles before they start and mentor then on how to overcome them. All of these steps not only build your relationship with your remote team, but they also give you an opportunity to let them shine their way.

Evaluate what is working and what is not for the team. Sometimes a pivot is necessary. Our team just went through this and it has been a game changer for collaborating and data retrieval and access. One small change can bring the team together and more organized and have a ripple effect to the teams productivity.

"Unlock your team's potential and achieve outstanding results. Transform them into a high-performing unit by investing in their skills. Focus on team building, communication, and collaboration to create a positive work environment that fosters growth and success. Whether you're a team leader, manager, or aspiring professional, take the first step towards building a stronger team today!"

Personnellement, j'applique et je préconise la mise en place d'une boite "idées d'évolution" dans le logiciel de communication (Slack) que j'utilise. Je bloque 2h30 1 fois par trimestre pour ouvrir cette boite, lire, analyser et modifier le process si besoin. C'est une pratique saine qui permet à l'organisation d'évolution de manière positive.

When you work remotely it is even more important to establish a set checkin time weekly or biweekly to make sure that you are all on the same page and making the necessary progress on the projects you are assigned to. These meetings are good to troubleshoot any roadblocks, brainstorm new ideas that will help the overall mission and vision as well as set the tone for the upcoming weeks before the next meeting. Once the team meeting is complete take some time to reflect on your own practices by being transparent with how things have gone and what you can improve on. Seek team feedback as well so that they can gain a sense of your character as a person not just their boss.

While growing virtual teams, ensure simple steps like: 1. Common work folders are made available where each members work is saved on those folders. 2. The team’s roles, KRA s and periodic task lists are handy available for their reference on these folders. 3. In case SOP are not defined asked them to prepare simple steps of workflow of their tasks which helps to confirming understanding of how its expected 4. Keep variable component in salary structure, however small it is and though payable quarterly, give rating on monthly basis on performance review. 5. Every communication written or verbal need to be objective oriented and When such a virtual working environment is set, results are fantastic and distance don’t really matter.

Here is the way Plan plan plan Execute the plan Utilise tools like Asana or Trello to plan ,assign tasks, set deadlines, and track progress. Regularise and schedule to streamline the meetings and review and plan of action. Clear communication and transparency. Address challenges. Keep in touch with the team through the managers or as per your hierarchy.

To fully rollout the remote work, empowerment and trust to the team is very important. The team should know clearly what is the target and goal of the tasks so that they can complete it follow the goals and timeline. To effectively supporting remotely, hardware and software tools much be also adequate so no surprises during the remote period. A periodic review of the projects status in a team via online meeting or 1 to 1 follow-up is a must also to make sure early detection or information of any hiccup during the process. So the team able to have a fast countermeasure to overcome any issues in time. After each of the project, postmortem must be done to assess the achievement and success of the project.

Remove the clutter, write down 10 goals to accomplish in the next 12 months. pretend to wave a magic wand and to have 1 goal from your list in the next 24hrs which one would have the greatest impact on your life. write that on a piece of paper and write it down, set a deadline, make a list of everything you have to do to accomplish, Organize the list into a check list and take action.