The norm of the digital revolution has been attempting to acquire the global business world for a long decade. However, Covid-19 gave it a head start and forced almost every corporate to transition from traditional modes of work to remote work.

If we take a look at the digital revolution whether it is just to maintain records or Tesla’s ability to allow particular functions by your cell phone, a sight with a fish eye would tell us it’s all connected to achieve one thing.

That is the ease of access! back in the early 2000s, it started with eliminating cassettes with mp3s, now the ideology of ‘ease of access’ has emerged on a level more sophisticated and exciting.

 

 

According to a third-party resource that channelled survey data from ESNA, around 77% of companies with over 2000 employees are allowing remote work or you might say ‘Telecommuting’. It sums up to around 20% of the global workforce operating remotely, this insight has a huge paradigm in its core that explains the potential of Remote work.

The question arises, how do successful companies build their first remote team, and what unique challenges does this agenda brings you? In this blog, you will come across a set of authentic ways to build your first remote team.

 

3 Things To Keep In Mind When Building Your First Remote Team

 

 

There are numerous factors that you might stumble upon while building your first remote team. It begins with your technological adaptability and goes on to your definition of leadership. To some employers, the factor of leadership doesn’t hold an important role until they realise that it was as crucial as the other factors.

Moving forward, below are a set of crucial things to consider while building your first remote team;

 

1.    The Hierarchy

 

It is believed that the workforce hierarchy in remote work is to some extent different from an on-site hierarchy. This is because, in remote work, hierarchy is defined strictly according to the objective and necessary skillset required. This approach moves forward to bring a slight change into your workforce management.

As a glory, remote operations don’t necessarily require a large amount of workforce to accomplish goals and objectives.

It is because of the ease of work suffocation, the individuals are capable of working more effectively and are ideally capable of being more responsible. As a result, the objectives are achieved in a qualitative manner instead of a quantitative one.

 

2.    Residing Regions of The Workforce

 

Nations are built by values, values are built by societies and societies are built by individuals!

You must have a hands-on applicable knowledge of developing regions across the globe. Since you will be attempting to acquire a cross-nation workforce, which will be distributed across the globe, it is important to understand your targeted regions.

It is recommended to have a particular set of regions in your priority list and not spin your eyes on so many economies. Deciding to have a particular set of regions will make it easier for you to conduct a thorough research about an economy’s work ethics and the extent of talent they have.

Earlier, it is assumed that employers used to select the best economic and political state but surprisingly failed to win their objectives. It is because, in this case of selecting regions, the results appear to be unpredictable.

Pro Tip: Don’t behave judgmentally, as even some of the third-world talents are proving to be the best in this game.

 

3.    Adapt to Digital Technology

 

It is the most crucial part of your success in acquiring remote work, after all, it is digital and relies on technology.

‘Yahoo withdraws its Remote Work policy due to less adaptability of digital technology and means for virtual communication’.

It surely is awfully surprising as Yahoo was one of the top dominants in the early days of the digital revolution. Not to mention it sounds absurd to know a virtual communication company fails to acquire reasonable virtual communication benchmarks.

However, there is good news, it was back in the old days when Yahoo stepped down from remote work, but the cruciality of digital technology remains the same.

There are numerous digital platforms or engines that assist you to achieve your objectives. Some of the engines deliver a generic view of service and some offer precise solutions according to your objective. Such as, for communications- ‘Slack’, Project & Task Management- ‘ClickUP’.

If you are curious to learn how and what these digital engines can help you build your ideal remote teams, jump onto this post that shares Tools for Managing Remote Teams on Linkedin.

 

Summing Up

 

Adapting to remote agenda might come as a challenge to you at first, but to be more assured, it is the future that is living the present already.

It is believed that in the near upcoming years, remote work will become just ‘work’. Apart from this, this agenda has brought corporates to a new threshold of being competitive in their respective industry.

The two most crucial aspects of successfully building your first remote team would be to adopt a more dynamic leadership and possess credible digital engines.

‘A Virtual Water Cooler’! You might not be aware of this term, but you might be aware of a global virtual company known as ‘Buffer’.

Buffer is known for its significant reliance on remote work, and so the brand storyteller of Buffer ‘Courtney Seiter’ shares a glimpse of how they hook their remote teams through new means of corporate psychology. The team at Buffer frequently hangs out on their digital communication tool, sharing their regular activities, weekend vibes, and virtual cheers to jolt up their couch work.

If you think this blog was helpful, leave your thoughts in the comment section and let us know how you tend to drive through this beautiful agenda of remote work.