In today’s hyper-connected world, it’s becoming more and more common for employees to want to work remotely. For businesses, it’s a competitive strength. You can hire people from any location around the world, which makes it that much easier to add talented people to your team. But creating a high-performing remote team can be hard when they’re all in different time zones.
At Afterburner, we’ve helped hundreds of clients transform into high-performing teams. Whether it’s a Fortune 500 company or a startup, we use the same process for everyone, and it starts with the High-Definition Destination (HDD).
Defining your HDD
One of the biggest problems we see with business building high-performing teams (especially when they have remote employees) is their lack of direction. What exactly is it that your employees are working towards? What is your end-all-be-all goal? What do you want to accomplish at the end of this year?
Many times when businesses hire on remote employees, instead of defining the Future Picture right away, they give them tasks to work on with no clear direction of what is ultimately the goal. When you hire on remote employees, you need to follow a process that’s been proven to win: the Flawless Execution model.
Taking the FLEX Model Virtual
The Flawless Execution model is the foundation for everything we teach at Afterburner, regardless of your industry, size, or business model. Using the FLEX model is just as important in creating a high-functioning remote team as it is anywhere else. The only difference is that you’re adjusting to make it virtual.
Step 1: Plan
Once you’ve communicated to all of your employees what the Future Picture is, you’re going to need to plan out your day-to-day strategies and tactics to get there. Use a common, scalable framework to direct your activities. Because the employees are remote, it’s even more important to make sure the framework for the plan drives accountability and scale, or else everyone will go off in their own direction and have nothing to measure their progress or work against.
Step 2: Brief
The brief is all about communication, knowing who will do what and by when. Communication with a remote team can be difficult, so briefing before execution is vital for making sure everyone is on the same page at all times. This is the time to address questions. With a remote team, questions are bound to pop up, and if you leave them unanswered before diving head first into execution, you’re going to fail. Consider things such as when your remote employees are responsible for being available and what type of regular communication is needed.
Step 3: Execute
Executing should be an easy step! Taking all the knowledge they have from the plan and briefs steps, your remote employees should be able to know how to handle every situation and scenarios tossed their way. But be careful of task saturation. Even though your employees are remote, that doesn’t mean they should be working every hour of the day. As task saturation increases, performance decreases.
Step 4: Debrief
Debriefing is a vital learning opportunity that many businesses don’t take advantage of. Debriefing allows you to meet up with your team after a mission, and talk about what went well, what needs to be improved, and ultimately what they learned. With remote employees, debriefing is vital. Since they’re not in the office every day to easily give you details of a project or important insights, jumping on a weekly call is critical to ensuring that mistakes aren’t repeated and good processes are continued.
Co-located teams have a ton of advantages, as long as you know how to manage them. If you aren’t sure how to get started, let’s chat. We’ll work directly with you and your team to align on goals and objectives so that you can increase your performance excellence.