What are the best practices for managing remote teams?

Managing a remote or distributed team has become increasingly common and brings its own set of challenges and best practices. Entrepreneurs searching for this topic often want tips to improve communication, productivity, and team cohesion from afar. Here are best practices for remote team management:

• Establish clear expectations: From day one, remote employees should know what is expected in terms of work hours, availability, responsiveness, and deliverables. For example, specify if you expect them to be online during certain core hours or how quickly to respond to messages. Clear guidelines prevent misunderstandings and help remote staff self-manage effectively.
• Leverage the right communication tools: Invest in reliable tools for both synchronous and asynchronous communication. This might include chat apps (Slack, Microsoft Teams), video conferencing (Zoom, Google Meet), and project management software (Trello, Asana). Decide which channels to use for what purpose (e.g. quick questions on chat, weekly team updates via email, detailed discussions in project threads)​. Having a structured approach to communication ensures that important information isn’t lost and everyone stays on the same page.
• Schedule regular check-ins: Because you don’t bump into employees in a hallway, you need to be intentional about checking in. Hold regular team meetings (e.g. a weekly video call) to discuss progress and keep everyone aligned. Additionally, do one-on-one calls with your team members periodically to address individual concerns and build rapport. Regular check-ins help maintain accountability and trust – they ensure issues are surfaced early and employees feel engaged.
• Focus on outcomes, not micromanagement: One of the benefits of remote work is flexibility, so resist the urge to micromanage how and when work is done. Instead, define key performance indicators (KPIs) or deliverables for each role and measure success against those. As long as employees meet their goals and deadlines, it shouldn’t matter if they occasionally work at odd hours or take breaks. Trust your team – remote work requires trust between supervisors and employees to thrive​. By giving autonomy, you empower employees and often get better performance and morale.
• Encourage communication and team bonding: Remote teams can suffer from isolation. Encourage informal interactions – for instance, you might have a “watercooler” chat channel for non-work banter or start meetings with a few minutes of personal catch-up. Consider virtual team-building activities (like online games or celebratory video calls for birthdays). Also, use video when possible – seeing faces helps build connection. Fostering a sense of camaraderie and company culture remotely takes effort, but it pays off in team coherence.
• Provide the right tools and support: Ensure your remote workers have what they need to do their jobs effectively. This might mean providing stipends for home office equipment, covering software subscriptions, or offering technical support for connectivity issues. Also be mindful of time zones when scheduling meetings or setting deadlines. A supportive approach shows you value your remote employees and sets them up for success.
• Prioritize documentation: In a remote environment, it’s crucial to document processes, decisions, and knowledge so nothing slips through the cracks. Encourage use of a shared knowledge base or project wiki. For example, after meetings, share written recaps or action item lists. This way, even those who couldn’t attend live can catch up asynchronously. Good documentation keeps everyone informed and reduces repetitive questions.

By implementing these best practices, you’ll create a productive remote work culture defined by clarity, trust, and engagement.