Traditional approach to work-at-home used to apply to those who temporarily wheren't able to be physically present for a period of time. Nowadays, this work regime applies to more and more positions. If we take a look at small and medium size businesses (startup kind) a general consensus emerges: certain positions are set up to work at home as default. I'm a strong supporter of teamwork, specially when it comes to put to work together different background profiles. But in my personal own experienced I suffered bad practices both working at a home-office basis and having people in my team working at home. Here's my list of do's and dont's as a Manager: Do's: Set up and follow a general daily schedule: from 8 to 9 preparing for the day and email check... teamcall at 11... leave time unassigned just to have enough flexibility. Allow people to take pauses, but at the same time everyday. Be the first and most proactive user of collaborative tools. Be a good example and a role model for that. You mustn't expect people to adopt them if you refuse to fully get on board with them. My personal choice is Slack: simple, with lots of integrations and pretty adictive by the way! Track progress based on goals and forget about time invested. Being able sit in front of a computer all day long isn't any proof of performance. Dont's: Never, ever! call at certain hours just to make sure people is there. Thinking people is going to cheat if you don't check is the worst kind of micromanaging. Even worse (yes, it can be): asking what are you doing right now? Remember: YOU are the manager, if you need to ask that the only reason why is lack of confidence either in your staff or in yourself. Never use the tools that make possible working from home to reach people outside working time. Be respectful. Always remember: trust is a two-way road :-)

1. How to manage a team
when talent
works from home

2. Traditional approach to work-at-home
used to apply to those who temporarily
wheren't able to be physically present
for a period of time.
Nowadays, this work regime applies to
more and more positions. If we take a
look at small and medium size
businesses (startup kind) a general
consensus emerges: certain positions
are set up to work at home as default.

4. Do's:
●
Set up and follow a general daily schedule: from
8 to 9 preparing for the day and email check...
teamcall at 11...
●
leave time unassigned just to have enough
flexibility.
●
Allow people to take pauses, but at the same
time everyday.

5. Do's:
●
Be the first and most proactive user of
collaborative tools.
●
Be a good example and a role model for that.
You mustn't expect people to adopt them if you
refuse to fully get on board with them.
●
My personal choice is Slack: simple, with lots of
integrations and pretty adictive by the way!

6. Track progress based on goals and forget
about time invested.
Being able to sit in front of a
computer all day long isn't any
proof of performance!

7. Dont's:
Never, ever! call at certain hours just to
make sure people is there.
Thinking people is going to cheat if you
don't check is the worst kind of
micromanaging.

8. Dont's:
Even worse (yes, it can be)... asking:
What are you doing right now?

9. Dont's:
Remember: YOU are the manager,
if you need to ask that, the only reason why is
lack of confidence either in your staff or in
yourself.

10. Dont's:
Never use the tools that make possible working
from home to reach people outside working time.
Be respectful :-)

11. Thanks for your
time!
;-)
Juan Antonio Yagüe Tejedor
Business Development Manager – COO/CFO
AdLemons