Building Culture In Remote Teams
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Telecommuting and distributed working is a growing trend. Gallup says 37% percent of U.S. workers telecommuted in 2015, up from just 9% in 1995. However, most organizations have not adjusted their talent management practices to accommodate (or optimize) distributed teams. Get practical examples for building successful culture, teamwork and engagement across all aspects of HR and across the globe. This was a presentation for the Northern California HR Association Global Workforce Conference in September 2016.
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Building Culture In Remote Teams
- 1. BUILDING CULTURE IN REMOTE TEAMS Michael Overell – CEO, RecruitLoop September, 2016
- 2. What You’ll Learn How world-leading remote teams build and maintain culture Practical tips for engaging your remote employees The tools we use as a remote team
- 3. 3 Hi, I’m Michael Overell CEO & Cofounder of RecruitLoop Former McKinsey consultant Married to an HR Director (we eat culture for dinner) Australian in the Bay Area @mboverell michael@recruitloop.com
- 4. Our Distributed Team 25 people 9 countries 1 physical office
- 5. Our CommunityOur Global Community
- 6. Why Should You Care?
- 7. 63 million US employees (43% of the workforce) will experience remote work in 2016 – Forrester
- 8. San Francisco commuters wasted 75 hours sitting in traffic in 2015 – Inrix Traffic Scorecard
- 10. Many companies are getting this right. Your competitors?
- 11. 499 employees in 50 countries Powering 18% global websites 172K internal messages sent in the last week (~350 pp) Wordpress.com
- 12. But… Remote work is easy to get wrong.
- 14. Communication & Coordination Timezone issues Synchronous v asynchronous No water cooler Second-class citizens
- 15. Trust & Management Perception “If I can’t see you, I don’t know what you’re working on.”
- 17. Step 1: Define the objectives of your remote culture We can be more productive and happy at work, than if we were constrained to a single office. We can perform at a higher level, with stronger talent, than if we were constrained to a single location. As individuals As a team
- 18. Values Processes Tools 1 2 3 Step 2: Create the foundations to deliver it
- 19. Our remote values Transparency Bias to transparency, in almost any situation. Share what you’re working on, where you’re working from, and how you’re feeling. Bias to over-communication. This helps with transparency, and also avoiding silos or isolation. Do what you say, get shit done, deliver to deadlines and goals. Trust each other, and that we’re all working towards the same goals. Communication Accountability Trust 1
- 20. Our team processes2 Daily Weekly Monthly Quarterly Group chat > email Video > phone call Shared calendars, agendas & actions Daily status updates Fun & foolery Team meetings – sales, product, marketing, success 1:1s Project updates All Hands (recorded) Strategy sessions Off-sites & events
- 21. GOOD NO GOOD Asynchronous, open communication Internal email Transparent targets, activities, focus Team silos Local = remote Us vs them Human connections Faceless coworkers
- 22. Our remote ‘stack’3 Communication Collaboration Coordination Group Chat Video Calls Docs File Sharing Calendars Project Management Status UpdatesShared Email
- 23. Our remote ‘stack’3 Communication Collaboration Coordination
- 24. The ‘command center’ – automated notifications Group chat Email killer Water cooler
- 25. 5 people on this call are in the same room
- 26. Project management Task lists Meeting agendas
- 27. Meeting templates Transparent notes Actions
- 28. 3 daily questions: Today I achieved… Tomorrow I will... Any blockers
- 30. Learn from other remote ‘Leaders’
- 31. 31 Questions? Michael Overell CEO & Cofounder, RecruitLoop @mboverell michael@recruitloop.com