Miya Le

At first, people are excited to work remotely. 
 But as time goes on, the appeal of remote work can fade.
 
 Here's how we keep our team members engaged in a 100% remote work environment. 👇
 
 
 The biggest challenge occurs in the onboarding phase—building a relationship with people and making it so they actually care.
 
 People are excited to work remotely during the hiring process, but as time goes on, they can feel disconnected.
 
 The initial excitement wears off after the first two months, and it becomes crucial to keep them engaged.
 
 For example, we had hired an executive who was already weary and finding navigating the remote environment challenging.
 
 
 👉 It would be easier if they had a personal relationship with the team.
 
 Remote work focuses more on the results and the work itself than the personal connections that come naturally in an office setting.
 
 So, after the initial learning period, when people have to start executing tasks, finding ways to keep our team motivated and committed to the company becomes crucial.
 
 But now, with a team of three or four leadership members, they can implement feedback into their own teams, and the process can flow from there.
 
 The decentralized structure often works well, as different teams may have their own unique systems or ways of doing things that suit their specific needs.
 
 However, ensuring this decentralized approach doesn't lead to friction or redundancies between teams is crucial.
 
 
 💡 To facilitate communication and understanding among the leadership team, we have set up a Slack channel specifically for team leaders.
 
 This allows us to quickly grasp what each team is working on and have daily stand-ups to stay on the same page.
 
 Verne Harnish's book 'Scaling Up' influenced this approach, where he advocates for daily stand-ups in the leadership teams as a means of effective communication and alignment.
 
 What has helped you manage your remote team better?
 
 
 #remotework #workfromhome #entrepreneurship