Keys to managing a successful distributed team

The Ricaris experience

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

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: 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

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 Leadersmotivated

• 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

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

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

• 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: Beatingboredom

• 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:• 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

Managing-Virtual-Teams.com

• Courses for Managers and Team Members

• Facilitate Team Activities

• 1:1 Consulting

Skype: annadanes

anna.danes@managing-virtual-teams.com