How To Build Remote Team from Scratch: Proven Steps

Are you looking to create a remote team for your business? Building a successful remote workforce takes some extra work. However, with the right approach, you can learn how to build an amazing remote team of employees.

In this blog post, I will walk you through building a remote team from scratch. I’ll cover everything from defining your remote work strategy to finding and onboarding the right remote talent.

By the end, you’ll have a clear roadmap on how to build an incredible remote team that can take your business to new heights.

How to build a remote team from scratch: Step-by-Step Guide

1. Define Your Remote Work Strategy

The first step in building a remote team is to get super clear on your remote work strategy. What does working remotely look like for your company? What are your goals and expectations?

Some key things to think about include:

Remote vs. Hybrid

Are you going to have a fully remote team or a hybrid model where some employees work in the office and others work remotely? There are pros and cons to each approach, so decide what makes the most sense for your business.

Fully remote gives you the most flexibility and access to talent from anywhere. But it can also be a bit more challenging to build company culture and keep everyone connected.

Hybrid allows you to maintain an office presence and in-person interactions, while still getting the benefits of remote work. But you’ll need to be extra intentional about making sure remote and in-office employees feel equally included.

2. Remote Work Policies & Expectations

Once you’ve decided on your remote model, define clear policies and expectations around remote work. Things to consider include:

– Work hours and schedules (will you require set hours or allow flexible schedules?)

– Communication and collaboration tools (what platforms will you use?)

– Productivity and performance tracking

– Expenses and equipment (will you provide laptops, internet, etc.?)

– Company culture and team-building activities

The more detailed and well-thought-out your remote work policies, the easier it will be to set your remote team up for success.

3. Remote Leadership & Management

Leading and managing a remote team requires a different skill set than an in-office team. Focus on things like:

– Establishing clear communication channels and processes

– Building trust and accountability with remote employees

– Providing frequent feedback and recognition

– Facilitating collaboration and idea-sharing among remote workers

– Maintaining company culture and employee engagement

Think about how you’ll equip your managers to effectively lead remote teams. Will you need to provide any specialized training or support?

4. Remote Hiring & Onboarding

Of course, a critical part of your remote work strategy is how you’ll find, hire, and onboard remote employees. Consider things like:

– Where and how you’ll recruit remote talent

– What skills and attributes you’ll look for in remote candidates

– How your interview and assessment process will be adapted for remote

– What your onboarding program will entail for new remote hires

Defining your remote work strategy upfront will make the rest of the process of building your remote team much smoother. Take the time to think through all these elements and document your approach.

Find and Recruit Remote Talent

Once you’ve solidified your remote work strategy, it’s time to start finding and recruiting the right remote talent for your team.

There are a few key things to keep in mind when sourcing and hiring remote employees:

Look Beyond Your Local Area

One of the biggest benefits of building a remote team is that you’re not limited to just local candidates. You can cast a much wider net and recruit top talent from anywhere in the country (or even the world).

This opens up a whole new pool of potential employees with diverse backgrounds, skill sets, and perspectives. But it also means you’ll need to adjust your recruitment tactics accordingly.

Optimize Your Job Ads for Remote

As we covered in a previous post, writing effective job ads for remote positions is a little different than ads for in-office roles. For best results:

– Use remote-friendly language that highlights the flexibility and benefits

– Communicate your remote work policies and expectations

– Optimize for remote job boards and search engine keywords

– Ask remote-specific screening questions in the application process

The goal is to make it crystal clear that this is a remote position and attract candidates who are specifically excited about and equipped for that type of work environment.

5. Leverage Remote-Friendly Channels

In addition to your job postings, there are several remote-focused job boards and platforms you can leverage to find remote candidates, such as WeWorkRemotely.com

These sites are dedicated to remote and flexible work opportunities, so you’re more likely to reach candidates who are actively looking for remote jobs.

You can also tap into your professional network, as well as employee referrals, to find great remote talent. Encourage your current team to spread the word about any remote openings.

6. Assess for Remote-Specific Skills

When evaluating remote candidates, look for a specific set of skills and attributes that are crucial for success in a remote work environment. This includes things like:

– Excellent time management and self-discipline

– Strong communication and collaboration abilities

– Comfort with remote technologies and tools

– Resilience and adaptability to change

– Ability to work independently with minimal supervision

Ensure to incorporate remote-specific questions and assessments into your interview process to gauge these qualities.

Also, consider giving candidates a remote work sample or trial project to see how they perform in a simulated remote setting.

6. Prioritize Cultural Fit

In addition to the technical skills required for the role, it’s important to assess how well a remote candidate will fit into your company culture. Things like values, communication style, and work ethic are just as important as job-specific expertise.

Since it can be trickier to get a sense of cultural fit remotely, therefore put extra emphasis on this during the interview process. Ask questions about their ideal work environment, how they handle conflict, and what they’re looking for in a company.

You can also get creative with virtual team-building activities or social events to help remote candidates get a feel for your culture.

7. Onboard and Integrate Remote Hires

Once you’ve found the perfect remote talent, the next step is to onboard and integrate them into your team. This is a critical phase that will set your new hires up for long-term success.

The best practices for onboarding remote employees:

Create a Thorough Onboarding Program

Your remote onboarding program should be just as comprehensive as what you’d do for an in-office hire. It should cover things like:

– Overview of the company, its mission, values, and history

– Explanation of their specific role, responsibilities, and goals

– Introduction to key team members, departments, and stakeholders

– Training on any tools, software, or systems they’ll need to use

– Guidance on remote work policies, processes, and expectations

Furthermore, assign a dedicated “buddy” or mentor to help the new hire get acclimated.

8. Facilitate Virtual Team Bonding

Building relationships and a sense of community is a bit trickier when you’re not sharing a physical office space. So be intentional about facilitating virtual team bonding during the onboarding process.

Some ideas include:

– Scheduling virtual coffee chats or lunch breaks

– Hosting online social events like trivia or game nights

– Encouraging newbies to introduce themselves to the full team

– Setting up digital “watercooler” channels for casual conversation

– Planning fun, remote-friendly team-building activities

The goal is to help new remote hires feel welcomed, connected, and engaged with the rest of the team from the very beginning.

9. Establish Clear Communication Protocols

Communication is critical for remote teams. You’ll need to have well-defined protocols and expectations around things like:

– Preferred communication channels (Slack, email, video calls, etc.)

– Frequency and cadence of check-ins, updates, and meetings

– Expectations around responsiveness and availability

– Processes for asking questions, escalating issues, and giving feedback

Make sure your new hires understand these communication norms and how to effectively collaborate with the rest of the remote team.

10. Provide the Right Remote Work Tools

Equipping your remote employees with the right tools and technologies for remote work is key. This may include:

– Laptops, peripherals, and home office setup

– Productivity and project management apps (Asana, Trello, etc.)

– Video conferencing and collaboration platforms (Zoom, Google Meet, etc.)

– Cloud storage and file-sharing (Google Drive, Dropbox, etc.)

– Team messaging and chat tools (Slack, Microsoft Teams, etc.)

Ensure that your new hires have everything they need to be productive, connected, and set up for success from day one.

11. Ongoing Training and Development

Provide ongoing training and development opportunities to help build your remote team to continuously learn and grow. This could include:

– Virtual workshops and webinars

– Online courses or certifications

– Mentorship or peer-to-peer coaching

This shows your remote team that you’re invested in their professional growth, even from afar.

Virtual Team Building Activities

In addition to the onboarding activities, keep the virtual team bonding going with regular social events and team-building exercises. Some ideas include:

– Virtual happy hours, game nights, or cooking classes

– Friendly competitions or challenges

The key is to get creative and find ways to foster connections, collaboration, and a sense of community among your remote workforce.

12. Recognition and Rewards

Make sure you have a system in place to regularly recognize, reward, and celebrate your remote employees’ achievements and contributions. This could include:

– Shoutouts during team meetings

– Personalized thank-you notes or small gifts

Acknowledging your remote team’s hard work and impact will go a long way in keeping them motivated and engaged.

13. Lead with Empathy and Support

Perhaps most importantly, demonstrate genuine care and support for your remote employees. As a remote leader, you’ll need to:

– Check-in on their overall well-being, not just work output

– Be understanding of personal commitments and life challenges

– Foster an environment of open communication and transparency

When your remote team feels truly cared for and supported, they’ll be much more likely to remain loyal, engaged, and productive in the long run.

14. Continuously Optimize and Evolve

To successfully build a remote team is an ongoing process – there’s always room for improvement and optimization. As you scale your remote workforce, be sure to regularly solicit feedback from your remote employees.

READ ALSO: Overcoming Remote work challenges

Conclusion

Building a remote team from scratch takes some extra effort, but it’s so worth it. If you follow the steps we’ve outlined here, you can build a remote team that’s just as productive, engaged, and connected as an in-office team.

How To Build Remote Team from Scratch: Proven Steps