Managing Remote and Hybrid Small Business Teams

With the growing use of remote and in-person workers likely a permanent staffing strategy for companies of all sizes, managing team members in different locations is an important skill for small business owners and managers to hone.

Having at least a partial remote workforce, whether full-timers or contractors, offers benefits for small businesses. For instance, remote work allows a business to hire team members from nearly everywhere. This can provide a deeper talent pool for many companies.

In addition, remote workers and hybrid teams are usually more productive and satisfied because employees can eliminate often commutation times and tend to have greater flexibility over when they accomplish their work.

But that flexibility can also introduce challenges for businesses, including less frequent or unclear communications. Without face-to-face interaction, it can be harder to share ideas and work on projects in real-time.

Similarly, it can be difficult to see the progress remote workers are making on various projects, and to ensure that they are following through on their responsibilities on a timely basis.

In some instances, remote workers may feel more isolated because they don’t have the same coworker interaction as they would in an office environment.

And if workers are in different time zones, it can be tricky to align their schedules and to set up team meetings at a time that’s convenient for everyone.

Meeting the Challenges

But the potential advantages of remote and hybrid teams can outweigh the logistical and management challenges, if small business owners take active steps to understand the different needs of remote workers and understand how hybrid teams can operate effectively.

Probably the most important factor to consider is how to set clear expectations for remote workers and managers. Establish the ground rules for how and when you expect team members to be available online. If you have people in different locations, maintain a block of time where everyone’s schedules overlap. This may include early-morning hours for workers in some time zones, and late-afternoon or early-evening meetings for others.

Similarly, remote workers should have a clear understanding of any project milestones or deadlines. It’s less important to monitor when they are working during a given day than it is to understand the overall progress they’re making, and that work is completed when you need it.

Your ground rules should also highlight the communication channels and tools you’ll use to collaborate. Video conferencing platforms such as Zoom and Teams will likely be critical for team and individual meetings, and you’ll want to supplement those interactions with instant messaging and project management software so everyone can stay in touch, share ideas, and monitor current tasks and progress updates.

Promote Unity

You can reduce the potential feeling of isolation among remote workers by taking time to communicate with them consistently. Frequent interactions, such as weekly or project-specific team meetings, as well as individual conversations about twice a month or so, help remote workers maintain connections with the broader team and the projects you’re accomplishing together.

Similarly, you can promote a sense of community among remote team members by encouraging them to discuss activities outside of work. This helps replace the casual in-person conversations that build team connections.

While these efforts will take some time and scheduling, they can help ensure the success of your goals in attracting remote workers and hybrid teams.