Setting Up Remote Consulting Team Norms

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

Running a Remote Team? Do This or Struggle. Managing remote teams isn’t about keeping tabs—it’s about building systems that drive results. Here’s what actually works: ◦ Set expectations like a contract, not a suggestion – Define success with clear KPIs, deadlines, and ownership. “Do your best” isn’t a standard. ◦ Communicate with precision, not noise – Default to async. Use video updates, loom recordings, and written briefs. Meetings should be rare, short, and necessary. ◦ Use tools that drive action, not just conversations – Slack is for discussions. Asana, ClickUp, or Notion are for execution. Keep chat and execution separate to avoid chaos. ◦ Measure outcomes, not activity – Stop tracking hours. Track deliverables, impact, and efficiency. The best remote workers optimize their time, not just clock in. ◦ Culture is built intentionally, not by accident – Remote teams don’t bond in hallways. Schedule virtual coworking, recognition shoutouts, and team rituals to replace “watercooler moments.” Remote teams fail when leaders try to copy in-office strategies. They thrive when they optimize for clarity, autonomy and trust. If your remote team isn’t working, the problem isn’t remote work—it’s the systems. What’s the best system you’ve implemented for your remote team?

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.