Wait! … "What if you could hire the best possible person for the job, let them live in the best possible location for them and their family/community, let them work in the best possible space for their personal productivity, compensate them in the best possible way to reward their talent, and retain the flexibility to quickly adapt your entire infrastructure to changes in the business landscape?“@ChrisHardie works for Automattic
Mission of the company: Clients will have a better day and be able to focus on their core issues, externalizing all the non-core. Company oriented towards helping clients and employees, not clients and employees existing to make the company rich. Workers will have a good day enjoying their work, feeling recognized and motivated Love what you do or go find something else that makes you happy Communication is the key Quality is the most important thing No bullshit No politics
Everything oriented towards helping the employee develop their job and themselves. Explain parts of Buena onda handbook Break paradigms – multicultural team: expectations of workers in different parts of the world. Explain Colombia.
Repetition: In every meeting and communication, repeat the purpose of your company. Importance of repetition in virtual teams. Explanaition about supercommunication and team leaders difficulty
Team leaders: higher company identification. Give examples of different parts of the congress.
Do activities to increase identification with company and team:
If they grow, you grow. All this is common sense but not common practice.
Keys to managing a successful distributed team ·CodingSerbia2015
Keys to managing a successful distributed
What challenges do distributed
Disconnection from the team
No sense of belonging
Lack of trust
Ricaris: 100% distributed team
• 25 countries
• Working around
HR in numbers
• 67% of current team members and team leaders have
been in the company for 5 years.
• We have meet in person only 7 out of 228 employees.
• Team travel budget in 6 years: 480€ total.
How do we do it?
• Not everybody can work remotely.
– Be autonomous by nature
– Have a certain degree of self-motivation
– Be a good communicator, at least in
– Share or relate to the company’s vision
• Set clear expectations
IMPLEMENT Company Culture:
New hire tunnel
1. “Good vibes” handbook:
• Clear expectations
• Ground rules
• Break paradigms - multicultural team
2. We care. Speed courses.
3. Daily mentoring during the first 2 weeks.
All procedures must be well documented and
KEEP Company Culture
• Repetitionwith creativity
• Team Leaders set example:
– Value alignment
– Close accompaniment
– Assertive feedback
Keep Distributed Teams Healthy
• Active listening
• Knowledge of the team and their aspirations:
– Personality tests
– Team activities
Keep Distributed Teams Healthy
• Weekly feedback: 43% of highly engaged
employees receive weekly feedback*
• Real empowerment and support
• Show warmth
• Identification with company values
• Repeat why each person’s work is important
• Involve team in goal settings
*Towers Watson 2012
Keeping Motivation: Monthly
1. Intro: Fun ice-breaker or personal info
2. Into the circle: share company and team
3. Course or development activity/Bonding and
4. Fun activity
Two truths and a tale:
• Objective: Fun, increases trust.
• Each person must make three
statements about him/herself, one
of which isn't true.
• Example: I have two brothers, I
was born in Australia, and I have a
• The group must guess or vote on
which statement is the tale.
• Tip: Use a whiteboard to keep track
of who is best at deceiving the
others. He/she is the winner and
probably the one with the craziest
• Objective: Fun, increases trust and
knowledge between team members,
reflection on communication and
• Team members have 2 minutes to
discover an interesting, surprising,
and separate connection you share
with each person in your team.
• Share your discoveries with the
rest of the group.
• Follow with a discussion about
what kinds of questions were
made, how many, etc. until a
connection was reached.
• Objective: Increases trust and knowledge.
• The assignment for members to look back over their work careers and
determine the 2 most important pieces of wisdom they have learned and share
them with the group.
• The topics can be different ones like things they have learned working in a
team, working with different managers, etc.
• Follow with a discussion where you guide the team into talking about how they
felt before, during, and after the moment and how they feel about it now that
they have acquired that knowledge.
• Tip: If the team is too large, make teams of 4, with each group having different
levels of knowledge.
• Ask people to prepare the activity a couple of days before the meeting
Always use video
80% of the message we receive comes from body language
• Make communications warm
• Get personal
• Regular feedback
• Team Leaders always available
• Document everything
• Use available tools: whiteboards, screen sharing,
task management tools,…
A new way of communicating
• Do activities to increase identification with
company and team:
Sense of belonging
Create a mascot
• Spend 5 to 10 minutes brainstorming with your team to generate a list of personality traits and skills
that an ideal team member would possess.
• Your list should contain items that would be common for any team, as well as traits unique to
your specific team.
• Encourage team members to go beyond the obvious.
• After brainstorming, use the drawing feature of your online collaborative tool to create a team
mascot representing your ideal team member.
• It's fun to create your team mascot together in real time, with all team members contributing
something to the drawing. Make a stick figure that has all the characteristics in it.
• As a facilitator, you need to make sure that each person’s contribution is represented at least once
in the figure.
• Bring the stick figure to an artist (it can be a person in the team) and turn it into a cool-looking
mascot. Add the company colors if possible.
• Use it in presentations, and you can even make T-shirts and mugs with it and send them to the
• Promoting participation in transversal projects
• Project related contests
• Possibility to change projects or tasks
• Provide growth
• Activities outside the project
• Provide development, feedback and empowerment:
Gratitude + Why
• Listen to the team:
• Use 1:1 meetings to gather information
• Show you care:
• Get personal
• Send real gifts
• Create playlists together
• Telegram groups
• Photo contest
in your town
• Social Media:
• Project management:
– Wrike, Redbooth
– blossom.co – Specific for Agile
• Virtual office and virtual water coolers: Sococo.com
• Team activities: Managing-virtual-teams.com
• Measure engagement: Officevibe, Moodapp, Tynipuls
• Know your team: PlayPrelude
• Use white boards, share desktops,… think outside the box!
• Workshops for Managers and Team Members
• Facilitate Team Activities
• 1:1 Consulting