Keys to managing a successful distributed team - Agilia 2015
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Taken from Agilia 2015 Conference this is the knowledge MVT got from 6 years of experience Managing Virtual Teams with Ricaris Have a Nice Day SL. This is specific information based on a specific company. Contact us to see how we can help your team.
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Keys to managing a successful distributed team - Agilia 2015
- 1. Keys to managing a successful distributed team The Ricaris experience
- 2. What problems do distributed teams have? • 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
- 3. Wait!
- 4. Ricaris: 100% distributed team • 25 countries • Working around the clock
- 5. 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?
- 6. 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
- 8. 2- IMPLEMENT Company Culture in a Distributed Team 1. New hire tunnel: 1. “Good vibes” handbook: 1. Clear expectations 2. Ground rules 3. Break paradigms - multicultural team 2. We care. Speed courses: 1. Assertive communication, email communication,… 2. Ergonomics and stretching 3. Specific skills 2. All procedures must be very well documented 3. Daily mentoring during the first 2 weeks
- 9. 2-How we KEEP Company Culture •Repetitionwith 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
- 10. 3-Keeping Team Leaders motivated • Monthly Congress (4h): 1. Fun ice-breaker or personal info sharing 2. Into the circle: share relevant company information 3. Course or development activity 4. Fun activity • Weekly report and feedback • Show warmth • Real accompaniment and support • Identification with company values
- 11. 3-Keep Team Members motivated • 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
- 12. 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
- 13. Motivation killer: Beating loneliness • 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
- 14. Motivation killer: Beating boredom • 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
- 15. Motivation drivers: • 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: – Photo contest – Song sharing – Telegram groups – Social media
- 16. Managing-Virtual-Teams.com • Courses for Managers and Team Members • Facilitate Team Activities • 1:1 Consulting Skype: annadanes anna.danes@managing-virtual-teams.com
Editor's Notes
- Wait! … "What if you could hire the best possible person for the job, let them live in the best possible location for them and their family/community, let them work in the best possible space for their personal productivity, compensate them in the best possible way to reward their talent, and retain the flexibility to quickly adapt your entire infrastructure to changes in the business landscape?“@ChrisHardie works for Automattic
- Mission of the company: Clients will have a better day and be able to focus on their core issues, externalizing all the non-core. Company oriented towards helping clients and employees, not clients and employees existing to make the company rich. Workers will have a good day enjoying their work, feeling recognized and motivated Love what you do or go find something else that makes you happy Communication is the key Quality is the most important thing No bullshit No politics Explain structure
- Everything oriented towards helping the employee develop their job and themselves. Explain parts of Buena onda handbook Break paradigms – multicultural team: expectations of workers in different parts of the world. Explain Colombia.
- Repetition: In every meeting and communication, repeat the purpose of your company. Importance of repetition in virtual teams. Explanaition about supercommunication and team leaders difficulty
- Team leaders: higher company identification. Give examples of different parts of the congress.
- If they grow, you grow. All this is common sense but not common practice.