Managing Remote Consulting Teams

Remote teams don’t work? Here’s the truth: If your team needs constant watching... You’ve hired the wrong people. I've managed a remote team for 3+ years. Here’s what I’ve learned: 1/ The best people don’t need babysitting → They deliver results, not excuses. → Micromanagement kills trust. → Ownership drives real performance. → Accountability beats oversight. 2/ No commute means more growth → Extra hours for learning, not traffic. → Time spent on skills, not sitting still. → Work-life balance fuels productivity. → Efficiency replaces exhaustion. 3/ No office means no politics → Results matter more than appearances. → Ideas win, not egos. → Collaboration over competition. → Culture thrives without drama. Here’s how you can make it work: → Set clear KPIs that actually matter. → Monitor outcomes, not hours. → Document your process with Tango. → Give freedom to work where, when, and how. → Focus on impact—not desk time. Remote success isn’t about location—it’s about results. I started using Tango myself to streamline our workflows, keeping everyone aligned. For our remote team, it’s a game-changer. Why? Less explaining, more doing. ♻️ Repost and follow Justin Bateh, PhD for more.

I have made and saved a lot of money using remote teams across all of my companies.  Here’s how you do it: Almost every business could use at least some remote talent. It’s a great way to access a broader talent pool than your local area. You can also lower overhead costs — less office space, lower bills, and even hire talent from other countries. So how do you get the most out of a team that you don’t see face to face? Step 1: Define your objectives and needs Nail down your biggest reason for building a remote team. Broaden your hiring pool? More flexibility? Lower costs? Your main goal guides your future decisions. Then, assess which of your positions are suitable for remote or hybrid work. — Step 2: Develop a remote work policy A solid policy sets the tone and expectations for your team. Try to answer all questions ahead of time. Clarify Scope and Purpose: •  Who is eligible to work remotely? • For hybrid, how many days? • Is there a distance requirement? Set Communication Standards: • When should people be online and available? • What communication tools should they use? Security Protocols: Password manager?  VPN? Are you providing work equipment or expecting BYOD? — Step 3: Update your hiring process Build remote-specific job descriptions: Highlight skills like self-discipline and communication. Use diverse recruitment channels: Remote-specific job boards and communities. Tailor interviews for remote readiness: Include video calls and assess their home office setup. — Step 4: Find the right tools & technology Equip your team with tools that support collaboration and productivity. You’ll probably need: • An async communication hub (like Slack) • A video call platform (Google Meet) • A project management tool (Asana or Trello) • Hardware/software support Provide equipment or offer a stipend. — Step 5: Establish clear communication guidelines Effective communication is the backbone of remote work. Do you need people to: • Set online statuses? • Post daily updates? • Follow a response time rule? • When do you need people available for video calls? Make sure to set regular meetings and check-ins. Weekly stand-ups and monthly all-hands help keep everyone aligned. — Step 6: Build a strong team culture Strong remote teams thrive on culture and connection. Start with thorough virtual onboarding. Set up meet and greets and mentoring sessions. Add regular team activities: • Virtual coffee breaks • Game time • Casual Slack channels Celebrate everything: • Individual and team wins • Holidays • Company milestones — Step 7: Keep tabs on performance Address concerns head-on with clear goals and regular feedback. Set SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound. Schedule quarterly reviews. Focus on outcomes — not hours worked. — If you’re interested in remote staff for your teams. Comment below or message me and I’ll get you connected.

Meetings aren’t for updates - they’re where your culture is being built… or broken. In distributed, remote, & hybrid teams, meetings are key moments where team members experience culture together. That makes every meeting a high-stakes opportunity. Yet most teams stay in default mode - using meetings for project updates instead of connection, ideation, debate, and culture-building. Fixing meeting overload isn’t just about having fewer Zooms. It’s about rewiring your communication norms: ✔️ Do we know when to communicate synchronously vs. asynchronously? ✔️ Are we using async tools that give transparency without constant live check-ins? ✔️ Have we aligned on our team values and expected behaviors? 💡 3 ways to reduce meetings and make the remaining ones count: 1️⃣ Co-create a Team Working Agreement. Before you can reinforce values, your team needs to define them. We’ve spent hundreds of hours helping teams do this - and have seen measurable gains in team effectiveness. Key components: ✔️ Shared team goals ✔️ Defining team member roles ✔️ Agreed-upon behaviors ✔️ Communication norms (sync vs. async) 2️⃣ Begin meetings with a connection moment. Relationships fuel trust and collaboration. Kick things off with a check-in like: “What gave you energy this week?” Or tailor it to the topic. In a recent meeting on decision-making norms, we asked: “Speed or certainty - which do you value more when making decisions, and why?” 3️⃣ Make team values part of the agenda. Create a ritual to recognize teammates for living into the team behaviors. Ask the question: “Where did we see our values or team agreements show up this week?” And check in on where could the team have done better. Culture doesn’t happen by accident - especially when your teams are spread across time zones, WFH setups, and multiple office sites. Your meetings can become a powerful tool to build culture with intention. Excerpt from the Work 20XX podcast with Jeff Frick

❓ What are some best practices for leading a virtual project team? Virtual teams can present unique challenges. How do we keep everyone aligned and engaged when our only connections are remote? Here are some practical tips for leading a virtual project team: 📢 Set Communication Ground Rules: Don't leave communication to chance! Is it Teams or Slack for quick questions, email for formal updates, or a project management platform for task assignments? Specify which tools to use for what types of communications. You should also encourage team members to share their working hours and availability to help manage expectations. 🎯 Optimize Virtual Meetings: Long, rambling virtual meetings can kill engagement, so ditch the round-robin status updates. Instead, use your meeting time for brainstorming, problem-solving, and decision-making. To create space for open discussion and feedback, share agendas ahead of time and incorporate interactive elements like breakout rooms and shared whiteboards. 🧩 Encourage Team Member Collaboration: Suggest that small groups of team members meet outside of regular team meetings to tackle specific tasks or problems together. These working sessions can help build trust and individual bonds. 👋 Schedule Individual Check-Ins: Schedule short, regular meetings with each team member to check in on progress, address challenges, and offer support. These meetings help to cultivate connections but also allow us to catch obstacles and potential delays early. Leading a virtual team requires intentional effort and clear communication. By implementing these best practices, you can foster a more collaborative environment, no matter the distance. #projects #projectmanagement ________________ 👋Hi, I'm Jami, a project management and planning consultant for mission-driven organizations. I write about my work and share strategies and advice for leading more impactful projects, teams, and planning. Follow me 🔔, comment 💬, and reach out ✉️ to keep the conversation going.

Remote work challenge: How do you build a connected culture when teams are miles apart? At Bunny Studio we’ve discovered that intentional connection is the foundation of our remote culture. This means consistently reinforcing our values while creating spaces where every team member feels seen and valued. Four initiatives that have transformed our remote culture: 🔸 Weekly Town Halls where teams showcase their impact, creating visibility across departments. 🔸 Digital Recognition through our dedicated Slack “kudos” channel, celebrating wins both big and small. 🔸 Random Coffee Connections via Donut, pairing colleagues for 15-minute conversations that break down silos. 🔸 Strategic Bonding Events that pull us away from routines to build genuine connections. Beyond these programs, we’ve learned two critical lessons: 1. Hiring people who thrive in collaborative environments is non-negotiable. 2. Avoiding rigid specialization prevents isolation and encourages cross-functional thinking. The strongest organizational cultures aren’t imposed from above—they’re co-created by everyone. In a remote environment, this co-creation requires deliberate, consistent effort. 🤝 What’s working in your remote culture? I’d love to hear your strategies.

Scope creep—it starts with a “quick favor” and suddenly, you’re writing a whole new strategic plan for free. 😵💫 When Julia Devine and I first started consulting for nonprofits, we wanted to be helpful. We’d say yes to little extras, thinking it would build goodwill with clients. Instead, we ended up overwhelmed, underpaid, and frustrated. Sound familiar? Here’s how we learned to lovingly keep projects in scope: ❤️ Set Clear Expectations Upfront: Before the contract is signed, be specific about what’s included (and what’s NOT). A vague “fundraising support” clause? Recipe for disaster. Instead, define deliverables like “a 3-page major gifts strategy” or “two grant proposals.” ❤️ Use a Strong Contract: Your contract should be your best friend. Outline the scope in detail and include a clause about additional work requiring a change order or separate agreement. Protect your time and your income. ❤️ Say "Yes, And That Costs Extra": When a client asks for something outside the original scope, try this: ✔️ “I’d love to help with that! Let’s talk about a scope expansion and pricing.” ✔️ “That’s a great idea! I can add it for an additional $X.” ✔️ “I can prioritize that instead of [original task]—which would you prefer?” ❤️ Regular Check-Ins: During the project, revisit the scope with your client. A simple “We’re on track with XYZ—would you like to add anything as a paid extension?” can keep expectations in check. ❤️ Resist the Urge to Overdeliver: I get it—you want to wow your clients. But overdelivering doesn’t mean undervaluing yourself. Deliver what you promised, do it well, and charge fairly for anything extra. Have you experienced scope creep as a consultant? How do you handle it?

10 ways to manage remote teams like a leader, not a manager Leading remote teams is not about control. It’s about clarity, connection, and culture. Here’s how to do it well: 1. Define communication levels. ↳ Create a tiered system for urgency (Priority 1–5): → Priority 1 = Immediate Zoom or call → Priority 5 = Email reply within 48 hours Clarity beats chaos every time. 2. Set expectations around visibility. ↳ Decide which meetings require cameras, how early to join, and when async updates are okay. ↳ No more guessing games—just alignment. 3. Focus on outcomes, not online status. ↳ Track progress by deliverables and results, not “green dot” activity. ↳ Trust creates ownership. 4. Start 1:1s with personal check-ins. ↳ Use the first 5–10 minutes to ask: → “How are things going outside of work?” → “What’s been challenging or energizing this week?” 5. Create connection rituals. ↳ Launch recurring team traditions: → Friday wins shoutout → Monthly virtual coffee chats → Hobby-based Slack channels ↳ Relationships drive retention. 6. Build shared goals into team meetings. ↳ Kick off each quarter with a shared vision session: → “What do we want to accomplish?” → “How will we hold each other accountable?” 7. Recognize effort publicly and personally. ↳ Use Slack shoutouts, Lattice, or a quick 2-min Zoom to say: → “I saw what you did. It mattered.” → Be specific. Be timely. Be human. 8. Protect deep work time. ↳ Block 2–3 hours of focus time each day. ↳ Avoid back-to-back Zooms. ↳ Let your team breathe so they can build. 9. Give space to lead. ↳ Ask: → “What’s your recommendation?” → “If I weren’t here, what decision would you make?” ↳ Then back them up. ↳ That’s how you build leaders. 10. Celebrate people, not just performance. ↳ Send handwritten notes. ↳ Call out character. ↳ Honor the effort—not just the win. Remote teams don’t need more rules. They need better leadership. Lead. Inspire. Achieve. Ignite it! 💯🔥 👍 & ♻️ to help other managers become leaders Follow Dwight Braswell, MBA for tactical leadership tools and real team strategies. 💡 New Leader? Get the full playbook, activity cards, question decks, & skill-building program: https://lnkd.in/gKRPMftS 👉 200+ leadership ❓s + 52 printable activities in the Complete Leader Package (70% off): https://lnkd.in/gpxbuDCe 🚨 Order your 52 Activity Cards in a box – 250 available: https://lnkd.in/gxRzewTx #leadership #remoteteams #teamculture #1on1 #leadershipdevelopment #teamengagement #futureleaders #clarity #communication #results #culture #manager #leader #recognition #ownership #leadershipskills

Yesterday afternoon we held our monthly CS Leadership Roundtable on Managing Remote Teams. During our discussion, Olha posed a question about balancing the need for alignment through meetings with remote CS teams and avoiding meeting overload and burnout and Debbie asked me to post my response here. This is an expanded version of what I was talking about during the webinar. 🤔 The Remote CS Team Meeting Paradox 🤔 Remote customer success teams face a brutal paradox: You need alignment to prevent silos, but meeting overload kills the collaboration you're trying to build. 🏁 Here's how the best CS leaders are solving it: The 50/25/15 Rule → 50% reduction in standing meetings → 25% converted to async communication → 15% reserved for true collaboration Meeting Hierarchy That Actually Works 💥 Weekly: 30-min team sync (wins, blockers, knowledge sharing) 💥 Bi-weekly: Customer portfolio reviews 💥 Monthly: Strategic planning + team building 💥 Quarterly: Deep relationship building 💥 Daily meetings? Only for crisis management. Async-First Wins ✅ Shared customer health dashboards ✅ Weekly Slack updates vs. status meetings ✅ Recorded video updates for complex situations ✅ Collaborative docs for ongoing projects The Well-being Integration: ✔️ Focus Fridays - No internal meetings ✔️ Morning protection - Deep customer work until 10 AM ✔️ Buffer time - 15-30 minutes between meetings ✔️ Energy management - Alternate heavy/light meeting days Watch for These Red Flags: Over-meeting symptoms: 🚩 Team multitasking during calls 🚩 "Quick calls" multiplying outside scheduled time 🚩 Complaints about lack of customer focus time Under-alignment symptoms: 🚩 Duplicate work across accounts 🚩 Missed expansion opportunities 🚩 Knowledge hoarding between CSMs The bottom line is that you want to create a culture where people want to collaborate because it makes their job easier and customers more successful, not because they're required to attend meetings. When alignment serves customer success, it becomes energizing rather than draining. What's your biggest meeting challenge with remote CS teams? Drop it below - let's crowdsource solutions 👇

People don’t start to care until they know you care. (5 ways I bridged the cultural gap with my remote team) When outsourcing, you’re not just hiring workers. You’re working with real people: who live in different countries, with different cultures, values,  and ways of working. For my business, I built my operations support team in the Philippines. Understanding who they are and  how they tick made all the difference. The key? Get to know them personally. The result: ☑ Enjoyable work experience ☑ Increased productivity ☑ Smoother workflows Here’s what helped me bridge the gap: Make space for small talk  ↳ Use the time before meetings to chat while waiting for everyone to join. ↳ Ask how their weekend went or what their plans are. ↳ Show genuine interest in their lives beyond work. Start meetings with icebreakers ↳ Assign a team member each week to lead an icebreaker. ↳ Keep it simple—fun questions or quick games. ↳ Helps break down communication barriers and build trust. Host a virtual year-end party ↳ Celebrate wins, big or small. ↳ Make it fun with games and awards. ↳ Recognition boosts morale and engagement. Organize in-person retreats ↳ If possible, meet in person for team bonding. ↳ This is also a good time to plan for next year. ↳ Creates unforgettable moments that build trust. Hold 1:1 performance meetings ↳ Recognize efforts, not just outcomes. ↳ Understand their personal and professional goals. ↳ Give feedback in a way that aligns with their culture. Culture isn’t a barrier.  It’s an opportunity to connect. When you take the time to understand your team, they’ll show up, engage, and do their best work —because they know you care. Helpful?  ♻️Please share to help others. 🔎Follow Michael Shen for more. #ManagingRemoteTeams #RemoteTeamManagement #BridgingCulturalGap

My remote hires (probably) ramp faster than yours. Here's why: Most remote onboarding means a calendar packed with Zoom meetings and endless Slacks from strangers. No real connection. No clear priorities. No clue how tall anyone actually is. It can feel isolating, especially when you’re new and eager to prove yourself. That’s why I take a different approach at UserEvidence. I meet every new hire in person during their first week. Wherever they live, on their home turf. Every time, it leads to the same outcome: faster ramp-up, stronger confidence, and immediate momentum. I’ve improved this process three times now, cutting out fluff and getting feedback from every person to make it even better for the next hire. They each get a beast of a Notion page that covers: - Key people to meet (and why those meetings matter) - Important docs and links to review right away - A roadmap for their first 30, 60, and 90 days, clearly outlining expectations and where I need them to take ownership From day one, new hires have full visibility into what's working, what's not, and where our biggest opportunities lie. They don't have to hunt for information, either. It’s all there for them: board decks, old marketing roadmaps, past OKRs, and a clear breakdown of the agencies and freelancers we partner with (plus their “superpowers” and how to best work with them). By the end of week one, we’ve already had honest and vulnerable conversations about: - How we can best work together  - Our working styles and weird work quirks to be aware of (we all have them) - What success looks like in their role - Where they want to grow and how I can help We also make time for fun and get to know each other outside of work. Like our upbringing, favorite life stories, and who we are as humans. Work matters, but who you work with matters even more. Building trust right out of the gate makes everything easier.