Keys to managing a successful distributed team

The Ricaris experience

What problems do distributed teams have?

• Poor recruitment• Lack of communication• Disconnection from the team• Lack of trust• No sense of duty• No binding culture• Loneliness• Boredom• Unmotivated leaders and team members

Wait!

Ricaris: 100% distributed team• 25 countries• Working around

the clock

HR in numbers• Turnover rate 5% average.• 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?

1-Recruiting• Not everybody can work remotely.– Be autonomous by nature– Have a certain degree of self-motivation– Be a good communicator, at least in

writing– Share or relate to the company’s

mission and vision• Set clear expectations

2-Company Culture

2- IMPLEMENT Company Culture in a Distributed Team

1. New hire tunnel:1. “Good vibes” handbook:

1. Clear expectations2. Ground rules3. Break paradigms - multicultural team

2. We care. Speed courses:1. Assertive communication, email communication,…2. Ergonomics and stretching3. Specific skills

2. All procedures must be very well documented3. Daily mentoring during the first 2 weeks

2-How we KEEP Company Culture

•Repetition with creativity

• Team Leaders set example:– Close accompaniment– Assertive feedback

• Always act consequently:– Communication and actions from the heart

• Help unmatched employees find a way out

3-Keeping Team Leaders motivated

• Monthly Congress (4h):1. Fun ice-breaker or personal info sharing2. Into the circle: share relevant company information3. Course or development activity4. Fun activity

• Weekly report and feedback• Show warmth• Real accompaniment and support• Identification with company values

3-Keep Team Members motivated• Knowledge of the team and their aspirations.• Active listening• Real meritocracy and empowerment• Weekly feedback• Monthy Team Get Togethers (2h):

– Feel accompanied, sense of belonging– Find solutions together, creates bonding

• Involve team in improvements• Repeat why each person’s work is important• Involve team in goal settings

3-How to work on trust

Your goal as a manager: trust• Team members need to know each other:– Monthly get together– Do personality tests + games– Get to know each other’s skills– Get personal

Motivation killer: Beating loneliness

• Use video ALWAYS• Make communication warm• Weekly feedback• Promote Virtual water coolers • Team Get together• Private Social media• Pay for co-working spaces• Promote and pay for city/regional face-to-face meetings• Do activities to increase identification with company and team

Motivation killer: Beating boredom

• Find out what is and isn’t boring for your team• Promoting participation in transversal projects• Project related contests• Possibility to change projects or tasks inside a

project• Provide growth• Activities outside the project

Motivation drivers:• Provide development and empowerment• Help workers achieve their dreams and aspirations• Gratitude and listening• Show you care:

– Get personal– Send real gifts: fruit baskets, books,…– 1:1 meetings to gather information

• Have fun:– Photo contest– Song sharing– Telegram groups– Social media

Managing-Virtual-Teams.com

• Courses for Managers and Team Members• Facilitate Team Activities• 1:1 Consulting

Skype: annadanesanna.danes@managing-virtual-teams.com