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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.

Published in: Business
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Building Culture In Remote Teams

  1. 1. BUILDING CULTURE IN REMOTE TEAMS Michael Overell – CEO, RecruitLoop September, 2016
  2. 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. 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
  4. 4. Our Distributed Team 25 people 9 countries 1 physical office
  5. 5. Our CommunityOur Global Community
  6. 6. Why Should You Care?
  7. 7. 63 million US employees (43% of the workforce) will experience remote work in 2016 – Forrester
  8. 8. San Francisco commuters wasted 75 hours sitting in traffic in 2015 – Inrix Traffic Scorecard
  9. 9. Because, talent…
  10. 10. Many companies are getting this right. Your competitors?
  11. 11.  499 employees in 50 countries  Powering 18% global websites  172K internal messages sent in the last week (~350 pp)
  12. 12. But… Remote work is easy to get wrong.
  13. 13. Professional isolation
  14. 14. Communication & Coordination  Timezone issues  Synchronous v asynchronous  No water cooler  Second-class citizens
  15. 15. Trust & Management Perception “If I can’t see you, I don’t know what you’re working on.”
  16. 16. Design Your Remote Culture
  17. 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. 18. Values Processes Tools 1 2 3 Step 2: Create the foundations to deliver it
  19. 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. 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. 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. 22. Our remote ‘stack’3 Communication Collaboration Coordination Group Chat Video Calls Docs File Sharing Calendars Project Management Status UpdatesShared Email
  23. 23. Our remote ‘stack’3 Communication Collaboration Coordination
  24. 24.   The ‘command center’ – automated notifications   Group chat   Email killer   Water cooler
  25. 25. 5 people on this call are in the same room
  26. 26.   Project management   Task lists   Meeting agendas
  27. 27.   Meeting templates   Transparent notes   Actions
  28. 28. 3 daily questions:   Today I achieved…   Tomorrow I will...   Any blockers
  29. 29. 29 Face Time Matters
  30. 30. Learn from other remote ‘Leaders’
  31. 31. 31 Questions? Michael Overell CEO & Cofounder, RecruitLoop @mboverell