Transcript Keys to managing a successful distributed team

Keys to managing a successful distributed
team
The Ricaris experience
What problems do distributed
teams have?
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Poor recruitment
Lack of communication
Disconnection from the team
Lack of trust
No sense of duty
No binding culture
Loneliness
Boredom
Unmotivated leaders and team members
Wait!
Ricaris: 100% distributed team
• 25 countries
• Working around
the clock
HR in numbers
• Turnover rate 5% average.
• 67% of current team members and team leaders have
been in the company for 5 years.
• We have meet in person only 7 out of 228 employees.
• Team travel budget in 6 years: 480€ total.
How do we do it?
1-Recruiting
• Not everybody can work remotely.
– Be autonomous by nature
– Have a certain degree of self-motivation
– Be a good communicator, at least in
writing
– Share or relate to the company’s
mission and vision
• Set clear expectations
2-Company Culture
2- IMPLEMENT Company Culture
in a Distributed Team
1. New hire tunnel:
1. “Good vibes” handbook:
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Clear expectations
Ground rules
Break paradigms - multicultural team
2. We care. Speed courses:
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Assertive communication, email communication,…
Ergonomics and stretching
Specific skills
2. All procedures must be very well documented
3. Daily mentoring during the first 2 weeks
2-How we KEEP Company Culture
• Repetition with creativity
• Team Leaders set example:
– Close accompaniment
– Assertive feedback
• Always act consequently:
– Communication and actions from the heart
• Help unmatched employees find a way out
3-Keeping Team Leaders
motivated
• Monthly Congress (4h):
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Fun ice-breaker or personal info sharing
Into the circle: share relevant company information
Course or development activity
Fun activity
Weekly report and feedback
Show warmth
Real accompaniment and support
Identification with company values
3-Keep Team Members motivated
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Knowledge of the team and their aspirations.
Active listening
Real meritocracy and empowerment
Weekly feedback
Monthy Team Get Togethers (2h):
– Feel accompanied, sense of belonging
– Find solutions together, creates bonding
• Involve team in improvements
• Repeat why each person’s work is important
• Involve team in goal settings
3-How to work on trust
Your goal as a manager: trust
• Team members need to know each other:
– Monthly get together
– Do personality tests + games
– Get to know each other’s skills
– Get personal
Motivation killer:
Beating loneliness
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Use video ALWAYS
Make communication warm
Weekly feedback
Promote Virtual water coolers
Team Get together
Private Social media
Pay for co-working spaces
Promote and pay for city/regional face-to-face meetings
Do activities to increase identification with company and team
Motivation killer: Beating
boredom
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Find out what is and isn’t boring for your team
Promoting participation in transversal projects
Project related contests
Possibility to change projects or tasks inside a
project
• Provide growth
• Activities outside the project
Motivation drivers:
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Provide development and empowerment
Help workers achieve their dreams and aspirations
Gratitude and listening
Show you care:
– Get personal
– Send real gifts: fruit baskets, books,…
– 1:1 meetings to gather information
• Have fun:
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Photo contest
Song sharing
Telegram groups
Social media
Managing-Virtual-Teams.com
• Courses for Managers and Team Members
• Facilitate Team Activities
• 1:1 Consulting
Skype: annadanes
[email protected]