Managing a remote team certainly can seem overwhelming and difficult.
It’s not something that comes naturally to people, and, in my experience, most people shy away from hiring because they’re worried how stressful it is.
There’s actually 3 core things that you can do, that make managing a remote team much easier and less stressful.
They’re simple, anyone can do them AND they’ll save you a ton of time and money.
Trust me when I say, being able to take time off from the business and continue making profit is like…it’s like magic.
1. The SECRET to great management
Do you know why so many corporate manager and middle managers hate the idea of remote working?
Why is it that so many dickhead corporate morons insist on people heading back to the office?
Yes, exorbitantly high rent rates that need to be justified after the director failed to negotiate a good deal might have something to do with it.
But the CORE reason.
The reason that all those wankers hate remote work.
Is because of one thing.
Self-image.
Most managers justify their job and work by getting involved with everyone’s work.
Ever heard a manager proclaim how good they are at multitasking? Despite research and evidence repeatedly proving that no one is good at multitasking.
Ever had a manager micromanage everything they do because they need to control every aspect of the task?
That is down to self-image.
If their self-image is one of “control, perfection and productivity”, so the idea that someone could do a good or GREAT job without them literally hurts their self image.
Great managers have zero – ZERO – ego.
They are happy that their team performs well without their involvement.
The first step, is making sure that you’re happy with a lack of control. That’s a choice.
2. Use a magic number.
What number, would go up or down, that your team member can affect?
What number could they use to see and prove that they’re doing a great job, if you weren’t there to tell them?
How do they know they’re doing the right things?
When I talk to business owners, they hardly ever have a number like this in mind.
It makes justifying and managing a team very difficult because your team are constantly waiting on your for delegation and work.
Instead, if they know that the core number they are responsible for is “refund reductions”, they’re able to affect it easier.
People want ownership over their work and giving them “the number” is a good way to do that.
I wouldn’t dare measure the productivity or effectiveness of someone based on how many hours they work.
I measure their effectiveness by the number they affect.
Some examples:
- Number of videos Mike has to edit. Goal: 0
- Number of refunds Mike has to deal with. Goal: 0
- Number of hours Mike spends uploading content. Goal: 0
- Number of refunds granted. Goal: 0
- Number of refunds upsold. Goal: +1 for each refund
- Click through rate for videos: Goal 5.5%
3. Daily check ins.
We have literally no meetings at Sell Your Service. They’re largely a waste of time in my experience.
So daily checkins are simple.
“Morning Mike! Here’s what I’m working on today
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Here’s what I need from you
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“
And at the end of the day
Evening Mike!
Here’s what I did today
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Here’s what I need from you
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Here are the problems I faced
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It doesn’t need to be extensive or deep. Literally, a list is fine.
My job is to make my teams job easier.
Remote work is effective, productive and people are happier.
My team work 4 days a week with unlimited holidays.
Hire now and hire well.
