Best HR Practices For Managing Remote Teams In 2024

Qubit Labs
Qubit Labs Team

Why do you need the best tools and approaches for managing remote teams? What is the difference between office and remote work? Learn from an article or watch the video with our Head of Talents, Maryna Buzynnik.

Best HR Practices For Managing Remote Teams In 2024

Qubit Labs has built and managed remote software development teams for clients from all continents since 2016. When everyone was transitioning, our transition was smooth because our teams had already been remote, working from the local offices instead of the main ones. Later, we decided to use our experience to go fully remote.

Each client applies strategies that work best for them. Various tools and systems, from agile methodologies to customized task-tracking applications, can be implemented daily or weekly to monitor progress and ensure accountability.

Today, we will share the best practices for managing remote developers and how to make them a team.

How do you manage remote teams?

Managing outstaffed IT teams can be challenging, but it can be very effective with the right approach.

Here are some tips for managing remote IT teams:

  1. Set clear expectations: 

Communicate your expectations clearly to your remote team members, including deadlines, quality standards, and communication protocols. Make sure everyone understands what is expected of them.

  1. Use collaboration and productivity tracking tools: 

Some of these tools are Slack, Microsoft Teams, or Zoom. These tools allow you to chat, share files, and hold virtual meetings, thus keeping everyone connected and informed.Regardless of your operating system, it is essential to update such applications on time for smooth operation. How to update Macbook applications can be found here. 

  1. Schedule regular check-in calls: 

Establish regular check-ins with your team members to ensure everyone is on track and to address any issues that may arise. You can do this weekly or even daily, or opt for one-on-one check-ins.

  1. Provide feedback: 

Regularly provide feedback to your team members on their performance. This will help them improve and feel valued.

  1. Encourage collaboration: 

Encourage collaboration among team members by assigning group projects or tasks. This will help build a sense of teamwork and shared responsibility.

  1. Celebrate your team’s success: 

Always celebrate work milestones to foster a positive team culture and boost morale.

  1. Trust your team: 

Trust your team members to do their job and give them the autonomy they need to succeed. This will help to build a sense of ownership and accountability among team members.

  1. Sufficient social package

Below, we will also discuss the social packages that IT companies offer for remote teams. As the world has shifted to remote work, companies have had to adapt their benefits packages to meet the needs of their employees. We recognize the importance of providing comprehensive social packages for our remote teams to ensure their well-being and job satisfaction.

  1. Branded gifts/Welcome packages

Lastly, we offer additional perks such as virtual team-building activities, virtual corporate events, and even send care packages to our remote employees.

Follow these tips to manage remote IT teams effectively and achieve great results for your clients.

Importance of HR for managing remote teams

In Qubit Labs, we have dedicated teams of various sizes, ranging from one to 30 members per team. And if you think that turning to outstaffing services for just one person doesn’t make sense, then you’re mistaken. We can prove it with our case studies and the client’s project success.

For small teams, the role of a remote HR manager is vital

  • The remote HR manager for the startup links the client and the team for better remote team management. It is important to remember that managing a remote team requires a unique approach and effort, but it can be very effective with the right strategy.
  • HR plays a crucial role in the success of small remote IT teams in outstaffing. As a link between the client and the team, HR ensures that the team is aligned with the client’s goals and expectations and that the client is satisfied with the team’s performance.
  • Managing a remote team requires a unique approach, as communication and collaboration can be more challenging without face-to-face interaction.
  • HR can help bridge this gap by facilitating regular communication between team members and providing tools and resources for effective collaboration.
  • HR can also assist in onboarding new team members.
  • HR is essential for small, outstaffed IT teams to function effectively and achieve their goals. With the right approach and effort, HR can help ensure that the team is productive, motivated, and engaged, leading to a successful outcome for both the client and the team.

Salary review algorithm for managing remote teams

The frequency and circumstances of reviews can vary depending on the company and location.

Generally, reviews may occur annually or biannually or be tied to specific achievements or milestones for better remote team management by talent manager or HR. There may also be differences in review practices between Europe and the United States.

The amounts and percentages reviewed vary widely depending on job title, experience, performance, and market conditions. Typically, senior employees may receive more significant increases. However, the frequency and percentage can also be higher for junior employees, but these vary depending on individual circumstances.

With the job market crisis in 2022-2023, some companies may have had to adjust their review practices or delay reviews altogether. However, it is essential to note that the impact of the crisis can vary widely depending on the industry and location.

During the salary review process, try to always request feedback from both parties and adjust the process to meet the needs of both sides. In some situations, this may only be a short feedback on job satisfaction from the employee and manager. In other cases, this may involve detailed feedback from both parties and satisfaction surveys using the Monkey Survey.

If an employee’s performance has been exceptional, a higher percentage of their salary increase is recommended. Additionally, HRs suggest a higher increase if employees worked overtime, learned new languages, significantly improved their skills, achieved extraordinary results, or developed or fixed something crucial for the company that has been reflected in the results.

I also want to emphasize situations where an employee has been promoted, received additional responsibilities, or worked extra hours. In these cases, reviewing their salary before their work anniversary is strongly recommended.

Why did we decide to leave the office behind and go remote?

Our company has decided to transfer all employees to remote work. With the onset of the pandemic, we were all forced to set up the home offices. It was unusual at first, but since a part of our team had already been providing remote services for our clients working from their local offices instead of the main one, we quickly implemented the best remote work strategies.

We now have the opportunity to hire people living not just in Kyiv but also throughout Ukraine, Georgia, Kazakhstan, Azerbaijan, and other countries. This has allowed us to significantly reduce the time we spend searching for suitable candidates and expand our choices.

Secondly, our employees no longer waste time commuting, which has positively impacted work-life balance.

Thirdly, many potential candidates refuse to consider job offers that require them to visit the office, claiming that the traditional office is becoming obsolete. Thus, we are again expanding our search opportunities.

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