Introduction
In today’s fast-paced business world, companies are constantly looking for ways to increase their revenue and stay competitive.
One way to achieve this is by outsourcing certain projects to an extended technology team.
Outsourcing can provide numerous benefits, such as access to a wider range of expertise, cost savings, and increased efficiency.
However, many companies are still hesitant to hire remote outsourcing of their projects, as they fear losing control over the project and the quality of the final product.
In this blog post, we will explore the hidden revenue potential that outsourcing can bring to your business and how to unlock it.
However, many companies are still hesitant to outsource their projects because they fear losing control over the project and the quality of the final product.
This is a valid concern, but it can be overcome by careful planning and communication.
Before outsourcing a project, companies should clearly define the scope of the project and the expectations for the final product.
This will ensure that everyone is on the same page and that the project stays on track.
Additionally, companies should communicate regularly with the extended technology team to ensure that the project is progressing as expected.
1. Remote settings:
Quickly identify and hire talent
Candidate selection is arguably more important, but the purpose of hiring remote jobs isn’t all that different from hiring in person.
Ultimately, the job remains to find, screen, and interview talent. Just do everything online. Let’s see how to do this effectively.
To the point: Succeeding from afar and setting a good example
If you’ve successfully built a remote startup, you can’t pay lip service to remote work ground rules.
We need to eat, sleep, breathe, communicate, collaborate, and trust. And these should be practiced at every opportunity.
Of course, you have to strike a balance. You have to trust your employees to be able to work autonomously, but not too far away to feel abandoned. You should also make sure your lines of communication are open but don’t micromanage or interfere in every conversation.
Celebrate success publicly
Continuing from the last point, to keep the startup team motivated, especially when working remotely, no individual or group victory should be overlooked without a little fanfare.
Something as simple as posting congratulations (with all your favorite emojis and GIFs) on a general Slack channel can instantly draw attention to a job well done and a person responsible. You can also get perks to make things extra special.
WordStream recognizes and celebrates employees who embody our core values at monthly all-hands meetings
Additionally, celebrating success publicly shows that you care (the employee feels they are valued) and that you really care.
The same is true when highlighting important milestones in an employee’s personal life. Celebrate birthdays, charities, and family celebrations. Prove that you care more than their job performance.
Conducting regular performance reviews
Regular performance reviews are a critical part of any successful business, but they’re even more important if you’re building a remote startup.
Once expectations have been set and success looks like, a remote performance review provides each employee with a designated meeting to reflect on their role and performance, and to review goals and objectives for the upcoming period. A well-structured touchpoint is provided.
In addition, performance reviews provide a platform for employees to raise concerns and provide candid feedback on their performance.
This formal one-on-one conversation promotes a healthy remote work environment, but should not be the only opportunity for interaction.
Try to schedule regular, informal meetings to catch up often over (virtual) coffee. This gives you a chance to catch minor problems before they become real problems.
To the point: Succeeding from afar and setting a good example
If you’ve successfully built a remote startup, you can’t pay lip service to remote work ground rules.
We need to eat, sleep, breathe, communicate, collaborate, and trust. And these should be practiced at every opportunity.
Of course, you have to strike a balance. You have to trust your employees to be able to work autonomously, but not too far away to feel abandoned. You should also make sure your lines of communication are open but don’t micromanage or interfere in every conversation.
Motivation is essential for business
Here’s the truth:
Bored people give up.
It’s up to you to make things less boring. And the best thing about working at a startup, in general, is that each person has a very professional and meaningful role that focuses on growth.
Everyone can see that you are. This should also apply if you are building your startup remotely.
All employees need to be visible as they pursue their next growth milestone. You can’t work in silos and wonder if what you’re doing really matters.
Celebrate success publicly
Continuing from the last point, to keep the startup team motivated, especially when working remotely, no individual or group victory should be overlooked without a little fanfare.
Something as simple as posting congratulations (with all your favorite emojis and GIFs) on a general Slack channel can instantly draw attention to a job well done and a person responsible. You can also get perks to make things extra special.
WordStream recognizes and celebrates employees who embody our core values at monthly all-hands meetings
Additionally, celebrating success publicly shows that you care (the employee feels they are valued) and that you really care.
The same is true when highlighting important milestones in an employee’s personal life. Celebrate birthdays, charities, and family celebrations. Prove that you care more than their job performance.
Conducting regular performance reviews
Regular performance reviews are a critical part of any successful business, but they’re even more important if you’re building a remote startup.
Once expectations have been set and success looks like, a remote performance review provides each employee with a designated meeting to reflect on their role and performance, and to review goals and objectives for the upcoming period. A well-structured touchpoint is provided.
In addition, performance reviews provide a platform for employees to raise concerns and provide candid feedback on their performance.
This formal one-on-one conversation promotes a healthy remote work environment, but should not be the only opportunity for interaction.
Try to schedule regular, informal meetings to catch up often over (virtual) coffee. This gives you a chance to catch minor problems before they become real problems.
To the point: Succeeding from afar and setting a good example
If you’ve successfully built a remote startup, you can’t pay lip service to remote work ground rules.
We need to eat, sleep, breathe, communicate, collaborate, and trust. And these should be practiced at every opportunity.
Of course, you have to strike a balance. You have to trust your employees to be able to work autonomously, but not too far away to feel abandoned. You should also make sure your lines of communication are open but don’t micromanage or interfere in every conversation.
You are always studying
Managing a remote team is not without its challenges. And perhaps the most important of these is the fact that you don’t have a lot of face-to-face time with your employees.
Of course, you can join a video call, but it can be difficult to spot the subtle emotional cues and changes in body language that you notice when you’re sitting in the same room.
This means you may not be able to identify the employee who needs your help the most.
To prevent this from happening, let employees know that they are motivated by meaningful work and that you care about them (both professionally and personally).
know and have the opportunity to raise concerns, ask questions, and provide feedback.
Motivation is essential for business
Here’s the truth:
Bored people give up.
It’s up to you to make things less boring. And the best thing about working at a startup, in general, is that each person has a very professional and meaningful role that focuses on growth.
Everyone can see that you are. This should also apply if you are building your startup remotely.
All employees need to be visible as they pursue their next growth milestone. You can’t work in silos and wonder if what you’re doing really matters.
Celebrate success publicly
Continuing from the last point, to keep the startup team motivated, especially when working remotely, no individual or group victory should be overlooked without a little fanfare.
Something as simple as posting congratulations (with all your favorite emojis and GIFs) on a general Slack channel can instantly draw attention to a job well done and a person responsible. You can also get perks to make things extra special.
WordStream recognizes and celebrates employees who embody our core values at monthly all-hands meetings
Additionally, celebrating success publicly shows that you care (the employee feels they are valued) and that you really care.
The same is true when highlighting important milestones in an employee’s personal life. Celebrate birthdays, charities, and family celebrations. Prove that you care more than their job performance.
Conducting regular performance reviews
Regular performance reviews are a critical part of any successful business, but they’re even more important if you’re building a remote startup.
Once expectations have been set and success looks like, a remote performance review provides each employee with a designated meeting to reflect on their role and performance, and to review goals and objectives for the upcoming period. A well-structured touchpoint is provided.
In addition, performance reviews provide a platform for employees to raise concerns and provide candid feedback on their performance.
This formal one-on-one conversation promotes a healthy remote work environment, but should not be the only opportunity for interaction.
Try to schedule regular, informal meetings to catch up often over (virtual) coffee. This gives you a chance to catch minor problems before they become real problems.
To the point: Succeeding from afar and setting a good example
If you’ve successfully built a remote startup, you can’t pay lip service to remote work ground rules.
We need to eat, sleep, breathe, communicate, collaborate, and trust. And these should be practiced at every opportunity.
Of course, you have to strike a balance. You have to trust your employees to be able to work autonomously, but not too far away to feel abandoned. You should also make sure your lines of communication are open but don’t micromanage or interfere in every conversation.
This should include at least the following:
- Company email for official correspondence.
- His Slack or Teams for daily internal messages.
- High-quality, reliable video calls via Zoom or Google Meet. • Dropbox or Google Drive for cloud file storage and collaboration.
- Trello or Notion for task assignment and project management.
Once you’ve picked your preferred hiring remote tools stack, you need to incorporate it into your onboarding process and familiarize each new hire with the details of each platform.
3. Remote Management:
You are always studying
Managing a remote team is not without its challenges. And perhaps the most important of these is the fact that you don’t have a lot of face-to-face time with your employees.
Of course, you can join a video call, but it can be difficult to spot the subtle emotional cues and changes in body language that you notice when you’re sitting in the same room.
This means you may not be able to identify the employee who needs your help the most.
To prevent this from happening, let employees know that they are motivated by meaningful work and that you care about them (both professionally and personally).
know and have the opportunity to raise concerns, ask questions, and provide feedback.
Motivation is essential for business
Here’s the truth:
Bored people give up.
It’s up to you to make things less boring. And the best thing about working at a startup, in general, is that each person has a very professional and meaningful role that focuses on growth.
Everyone can see that you are. This should also apply if you are building your startup remotely.
All employees need to be visible as they pursue their next growth milestone. You can’t work in silos and wonder if what you’re doing really matters.
Celebrate success publicly
Continuing from the last point, to keep the startup team motivated, especially when working remotely, no individual or group victory should be overlooked without a little fanfare.
Something as simple as posting congratulations (with all your favorite emojis and GIFs) on a general Slack channel can instantly draw attention to a job well done and a person responsible. You can also get perks to make things extra special.
WordStream recognizes and celebrates employees who embody our core values at monthly all-hands meetings
Additionally, celebrating success publicly shows that you care (the employee feels they are valued) and that you really care.
The same is true when highlighting important milestones in an employee’s personal life. Celebrate birthdays, charities, and family celebrations. Prove that you care more than their job performance.
Conducting regular performance reviews
Regular performance reviews are a critical part of any successful business, but they’re even more important if you’re building a remote startup.
Once expectations have been set and success looks like, a remote performance review provides each employee with a designated meeting to reflect on their role and performance, and to review goals and objectives for the upcoming period. A well-structured touchpoint is provided.
In addition, performance reviews provide a platform for employees to raise concerns and provide candid feedback on their performance.
This formal one-on-one conversation promotes a healthy remote work environment, but should not be the only opportunity for interaction.
Try to schedule regular, informal meetings to catch up often over (virtual) coffee. This gives you a chance to catch minor problems before they become real problems.
To the point: Succeeding from afar and setting a good example
If you’ve successfully built a remote startup, you can’t pay lip service to remote work ground rules.
We need to eat, sleep, breathe, communicate, collaborate, and trust. And these should be practiced at every opportunity.
Of course, you have to strike a balance. You have to trust your employees to be able to work autonomously, but not too far away to feel abandoned. You should also make sure your lines of communication are open but don’t micromanage or interfere in every conversation.
Choose and use the right remote management tools
To help your hiring remote team communicate like a pro at speed, you need to give them the right tools.
This should include at least the following:
- Company email for official correspondence.
- His Slack or Teams for daily internal messages.
- High-quality, reliable video calls via Zoom or Google Meet. • Dropbox or Google Drive for cloud file storage and collaboration.
- Trello or Notion for task assignment and project management.
Once you’ve picked your preferred hiring remote tools stack, you need to incorporate it into your onboarding process and familiarize each new hire with the details of each platform.
3. Remote Management:
You are always studying
Managing a remote team is not without its challenges. And perhaps the most important of these is the fact that you don’t have a lot of face-to-face time with your employees.
Of course, you can join a video call, but it can be difficult to spot the subtle emotional cues and changes in body language that you notice when you’re sitting in the same room.
This means you may not be able to identify the employee who needs your help the most.
To prevent this from happening, let employees know that they are motivated by meaningful work and that you care about them (both professionally and personally).
know and have the opportunity to raise concerns, ask questions, and provide feedback.
Motivation is essential for business
Here’s the truth:
Bored people give up.
It’s up to you to make things less boring. And the best thing about working at a startup, in general, is that each person has a very professional and meaningful role that focuses on growth.
Everyone can see that you are. This should also apply if you are building your startup remotely.
All employees need to be visible as they pursue their next growth milestone. You can’t work in silos and wonder if what you’re doing really matters.
Celebrate success publicly
Continuing from the last point, to keep the startup team motivated, especially when working remotely, no individual or group victory should be overlooked without a little fanfare.
Something as simple as posting congratulations (with all your favorite emojis and GIFs) on a general Slack channel can instantly draw attention to a job well done and a person responsible. You can also get perks to make things extra special.
WordStream recognizes and celebrates employees who embody our core values at monthly all-hands meetings
Additionally, celebrating success publicly shows that you care (the employee feels they are valued) and that you really care.
The same is true when highlighting important milestones in an employee’s personal life. Celebrate birthdays, charities, and family celebrations. Prove that you care more than their job performance.
Conducting regular performance reviews
Regular performance reviews are a critical part of any successful business, but they’re even more important if you’re building a remote startup.
Once expectations have been set and success looks like, a remote performance review provides each employee with a designated meeting to reflect on their role and performance, and to review goals and objectives for the upcoming period. A well-structured touchpoint is provided.
In addition, performance reviews provide a platform for employees to raise concerns and provide candid feedback on their performance.
This formal one-on-one conversation promotes a healthy remote work environment, but should not be the only opportunity for interaction.
Try to schedule regular, informal meetings to catch up often over (virtual) coffee. This gives you a chance to catch minor problems before they become real problems.
To the point: Succeeding from afar and setting a good example
If you’ve successfully built a remote startup, you can’t pay lip service to remote work ground rules.
We need to eat, sleep, breathe, communicate, collaborate, and trust. And these should be practiced at every opportunity.
Of course, you have to strike a balance. You have to trust your employees to be able to work autonomously, but not too far away to feel abandoned. You should also make sure your lines of communication are open but don’t micromanage or interfere in every conversation.
Repeat: communication is key
As mentioned earlier, trust, communication, and cross-departmental collaboration are non-negotiable when it comes to effective hiring remote work.
Achieving effective collaboration requires a transparent communication process. Team approval is also required.
Each person should understand the importance of regular contact with colleagues.
That’s why it’s a good idea to start each day with a team check-in.
Much like holding a standing meeting or a crowded office, starting a video call gives you the first chance to address any questions or concerns, ensures everyone knows what they’re doing, and helps the team will have the opportunity to meet face-to-face with each other and talk.
This can also prevent silos from forming and individuals from becoming lonely or disenfranchised.
In addition, regular all-hands meetings (monthly or quarterly) should be held to keep everyone informed of overall progress and provide an opportunity for internal feedback.
Choose and use the right remote management tools
To help your hiring remote team communicate like a pro at speed, you need to give them the right tools.
This should include at least the following:
- Company email for official correspondence.
- His Slack or Teams for daily internal messages.
- High-quality, reliable video calls via Zoom or Google Meet. • Dropbox or Google Drive for cloud file storage and collaboration.
- Trello or Notion for task assignment and project management.
Once you’ve picked your preferred hiring remote tools stack, you need to incorporate it into your onboarding process and familiarize each new hire with the details of each platform.
3. Remote Management:
You are always studying
Managing a remote team is not without its challenges. And perhaps the most important of these is the fact that you don’t have a lot of face-to-face time with your employees.
Of course, you can join a video call, but it can be difficult to spot the subtle emotional cues and changes in body language that you notice when you’re sitting in the same room.
This means you may not be able to identify the employee who needs your help the most.
To prevent this from happening, let employees know that they are motivated by meaningful work and that you care about them (both professionally and personally).
know and have the opportunity to raise concerns, ask questions, and provide feedback.
Motivation is essential for business
Here’s the truth:
Bored people give up.
It’s up to you to make things less boring. And the best thing about working at a startup, in general, is that each person has a very professional and meaningful role that focuses on growth.
Everyone can see that you are. This should also apply if you are building your startup remotely.
All employees need to be visible as they pursue their next growth milestone. You can’t work in silos and wonder if what you’re doing really matters.
Celebrate success publicly
Continuing from the last point, to keep the startup team motivated, especially when working remotely, no individual or group victory should be overlooked without a little fanfare.
Something as simple as posting congratulations (with all your favorite emojis and GIFs) on a general Slack channel can instantly draw attention to a job well done and a person responsible. You can also get perks to make things extra special.
WordStream recognizes and celebrates employees who embody our core values at monthly all-hands meetings
Additionally, celebrating success publicly shows that you care (the employee feels they are valued) and that you really care.
The same is true when highlighting important milestones in an employee’s personal life. Celebrate birthdays, charities, and family celebrations. Prove that you care more than their job performance.
Conducting regular performance reviews
Regular performance reviews are a critical part of any successful business, but they’re even more important if you’re building a remote startup.
Once expectations have been set and success looks like, a remote performance review provides each employee with a designated meeting to reflect on their role and performance, and to review goals and objectives for the upcoming period. A well-structured touchpoint is provided.
In addition, performance reviews provide a platform for employees to raise concerns and provide candid feedback on their performance.
This formal one-on-one conversation promotes a healthy remote work environment, but should not be the only opportunity for interaction.
Try to schedule regular, informal meetings to catch up often over (virtual) coffee. This gives you a chance to catch minor problems before they become real problems.
To the point: Succeeding from afar and setting a good example
If you’ve successfully built a remote startup, you can’t pay lip service to remote work ground rules.
We need to eat, sleep, breathe, communicate, collaborate, and trust. And these should be practiced at every opportunity.
Of course, you have to strike a balance. You have to trust your employees to be able to work autonomously, but not too far away to feel abandoned. You should also make sure your lines of communication are open but don’t micromanage or interfere in every conversation.
Implement the right tools and processes
GitLab co-founder and CEO Sid Sijbrandij told a Google Startups panel that hiring remote startups have less entropy. why? because it’s all written.
“I have less padding on my back. The days are more predictable,” Sid said.
Therefore, these processes need to be perfected for a startup to grow remotely and uninterrupted.
Write everything down. Remember that communication is key here.
Repeat: communication is key
As mentioned earlier, trust, communication, and cross-departmental collaboration are non-negotiable when it comes to effective hiring remote work.
Achieving effective collaboration requires a transparent communication process. Team approval is also required.
Each person should understand the importance of regular contact with colleagues.
That’s why it’s a good idea to start each day with a team check-in.
Much like holding a standing meeting or a crowded office, starting a video call gives you the first chance to address any questions or concerns, ensures everyone knows what they’re doing, and helps the team will have the opportunity to meet face-to-face with each other and talk.
This can also prevent silos from forming and individuals from becoming lonely or disenfranchised.
In addition, regular all-hands meetings (monthly or quarterly) should be held to keep everyone informed of overall progress and provide an opportunity for internal feedback.
Choose and use the right remote management tools
To help your hiring remote team communicate like a pro at speed, you need to give them the right tools.
This should include at least the following:
- Company email for official correspondence.
- His Slack or Teams for daily internal messages.
- High-quality, reliable video calls via Zoom or Google Meet. • Dropbox or Google Drive for cloud file storage and collaboration.
- Trello or Notion for task assignment and project management.
Once you’ve picked your preferred hiring remote tools stack, you need to incorporate it into your onboarding process and familiarize each new hire with the details of each platform.
3. Remote Management:
You are always studying
Managing a remote team is not without its challenges. And perhaps the most important of these is the fact that you don’t have a lot of face-to-face time with your employees.
Of course, you can join a video call, but it can be difficult to spot the subtle emotional cues and changes in body language that you notice when you’re sitting in the same room.
This means you may not be able to identify the employee who needs your help the most.
To prevent this from happening, let employees know that they are motivated by meaningful work and that you care about them (both professionally and personally).
know and have the opportunity to raise concerns, ask questions, and provide feedback.
Motivation is essential for business
Here’s the truth:
Bored people give up.
It’s up to you to make things less boring. And the best thing about working at a startup, in general, is that each person has a very professional and meaningful role that focuses on growth.
Everyone can see that you are. This should also apply if you are building your startup remotely.
All employees need to be visible as they pursue their next growth milestone. You can’t work in silos and wonder if what you’re doing really matters.
Celebrate success publicly
Continuing from the last point, to keep the startup team motivated, especially when working remotely, no individual or group victory should be overlooked without a little fanfare.
Something as simple as posting congratulations (with all your favorite emojis and GIFs) on a general Slack channel can instantly draw attention to a job well done and a person responsible. You can also get perks to make things extra special.
WordStream recognizes and celebrates employees who embody our core values at monthly all-hands meetings
Additionally, celebrating success publicly shows that you care (the employee feels they are valued) and that you really care.
The same is true when highlighting important milestones in an employee’s personal life. Celebrate birthdays, charities, and family celebrations. Prove that you care more than their job performance.
Conducting regular performance reviews
Regular performance reviews are a critical part of any successful business, but they’re even more important if you’re building a remote startup.
Once expectations have been set and success looks like, a remote performance review provides each employee with a designated meeting to reflect on their role and performance, and to review goals and objectives for the upcoming period. A well-structured touchpoint is provided.
In addition, performance reviews provide a platform for employees to raise concerns and provide candid feedback on their performance.
This formal one-on-one conversation promotes a healthy remote work environment, but should not be the only opportunity for interaction.
Try to schedule regular, informal meetings to catch up often over (virtual) coffee. This gives you a chance to catch minor problems before they become real problems.
To the point: Succeeding from afar and setting a good example
If you’ve successfully built a remote startup, you can’t pay lip service to remote work ground rules.
We need to eat, sleep, breathe, communicate, collaborate, and trust. And these should be practiced at every opportunity.
Of course, you have to strike a balance. You have to trust your employees to be able to work autonomously, but not too far away to feel abandoned. You should also make sure your lines of communication are open but don’t micromanage or interfere in every conversation.
How to identify startup talent
The goal of any recruitment campaign (short or long-term, online or offline) is to find and hire reliable people.
But doing this hiring remotely at a fast-growing startup comes with an element of time pressure.
We don’t always post ads on social media and wait for a flood of applicants. Sometimes you have to go out on your own and find the right candidate quickly.
The good news is that there are many digital platforms for this. Sites like Upwork and Fiverr are good choices for low-skill, one-off, or short-term needs.
These sites usually make it easy to find certified freelancers doing basic graphic design, data entry, or copywriting jobs.
On the other hand, remotely recruiting highly skilled core team roles requires a slightly different approach. Building a team is riskier than delegating small tasks to hourly freelancers.
Everyone you add to your payroll should have the right mix of skills, personality, and culture to get you off to a good start. Otherwise, you’re back at square one.
Beyond traditional freelance and contractor hiring websites, new platforms are launching and changing the game, shouldering the burden of due diligence and filtering out those who don’t fit their needs and profile.
Includes reviews, use of technical assessments, video interviews, reference checks, and more. This reduces the amount of time and effort you spend assessing a candidate’s suitability (or credibility), resulting in smarter, faster hiring.
2. Remote Cultivation:
Implement the right tools and processes
GitLab co-founder and CEO Sid Sijbrandij told a Google Startups panel that hiring remote startups have less entropy. why? because it’s all written.
“I have less padding on my back. The days are more predictable,” Sid said.
Therefore, these processes need to be perfected for a startup to grow remotely and uninterrupted.
Write everything down. Remember that communication is key here.
Repeat: communication is key
As mentioned earlier, trust, communication, and cross-departmental collaboration are non-negotiable when it comes to effective hiring remote work.
Achieving effective collaboration requires a transparent communication process. Team approval is also required.
Each person should understand the importance of regular contact with colleagues.
That’s why it’s a good idea to start each day with a team check-in.
Much like holding a standing meeting or a crowded office, starting a video call gives you the first chance to address any questions or concerns, ensures everyone knows what they’re doing, and helps the team will have the opportunity to meet face-to-face with each other and talk.
This can also prevent silos from forming and individuals from becoming lonely or disenfranchised.
In addition, regular all-hands meetings (monthly or quarterly) should be held to keep everyone informed of overall progress and provide an opportunity for internal feedback.
Choose and use the right remote management tools
To help your hiring remote team communicate like a pro at speed, you need to give them the right tools.
This should include at least the following:
- Company email for official correspondence.
- His Slack or Teams for daily internal messages.
- High-quality, reliable video calls via Zoom or Google Meet. • Dropbox or Google Drive for cloud file storage and collaboration.
- Trello or Notion for task assignment and project management.
Once you’ve picked your preferred hiring remote tools stack, you need to incorporate it into your onboarding process and familiarize each new hire with the details of each platform.
3. Remote Management:
You are always studying
Managing a remote team is not without its challenges. And perhaps the most important of these is the fact that you don’t have a lot of face-to-face time with your employees.
Of course, you can join a video call, but it can be difficult to spot the subtle emotional cues and changes in body language that you notice when you’re sitting in the same room.
This means you may not be able to identify the employee who needs your help the most.
To prevent this from happening, let employees know that they are motivated by meaningful work and that you care about them (both professionally and personally).
know and have the opportunity to raise concerns, ask questions, and provide feedback.
Motivation is essential for business
Here’s the truth:
Bored people give up.
It’s up to you to make things less boring. And the best thing about working at a startup, in general, is that each person has a very professional and meaningful role that focuses on growth.
Everyone can see that you are. This should also apply if you are building your startup remotely.
All employees need to be visible as they pursue their next growth milestone. You can’t work in silos and wonder if what you’re doing really matters.
Celebrate success publicly
Continuing from the last point, to keep the startup team motivated, especially when working remotely, no individual or group victory should be overlooked without a little fanfare.
Something as simple as posting congratulations (with all your favorite emojis and GIFs) on a general Slack channel can instantly draw attention to a job well done and a person responsible. You can also get perks to make things extra special.
WordStream recognizes and celebrates employees who embody our core values at monthly all-hands meetings
Additionally, celebrating success publicly shows that you care (the employee feels they are valued) and that you really care.
The same is true when highlighting important milestones in an employee’s personal life. Celebrate birthdays, charities, and family celebrations. Prove that you care more than their job performance.
Conducting regular performance reviews
Regular performance reviews are a critical part of any successful business, but they’re even more important if you’re building a remote startup.
Once expectations have been set and success looks like, a remote performance review provides each employee with a designated meeting to reflect on their role and performance, and to review goals and objectives for the upcoming period. A well-structured touchpoint is provided.
In addition, performance reviews provide a platform for employees to raise concerns and provide candid feedback on their performance.
This formal one-on-one conversation promotes a healthy remote work environment, but should not be the only opportunity for interaction.
Try to schedule regular, informal meetings to catch up often over (virtual) coffee. This gives you a chance to catch minor problems before they become real problems.
To the point: Succeeding from afar and setting a good example
If you’ve successfully built a remote startup, you can’t pay lip service to remote work ground rules.
We need to eat, sleep, breathe, communicate, collaborate, and trust. And these should be practiced at every opportunity.
Of course, you have to strike a balance. You have to trust your employees to be able to work autonomously, but not too far away to feel abandoned. You should also make sure your lines of communication are open but don’t micromanage or interfere in every conversation.
