Here's how you can navigate the potential pitfalls of remote work for small businesses.

Not just clear communication, but also where to communicate. Remote workers can become overwhelmed with company intranets, chat channels, email inbox, etc. It is important to establish what kind of communication should be happening on each channel to help avoid frustration and communication fatigue.

In running one of my companies with remote workers, CLEAR communication is my lifeline. During the transition from office-based to online, a miscommunication on a project deadline almost derailed everything. Now, I overcommunicate using a mix of instant messaging, video calls, and we are also using project management software. It keeps everyone on the same page, prevents misunderstandings, and ensures smooth workflows. Not just that, keeping SOPs for each role is a MUST. It helps me a lot and my team and lessens the stress when one employee leaves. In addition, we are also using an LMS with a messaging feature to keep everyone updated. Using an LMS is helpful not only during training but also in maintaining and upskilling the employees.

Like most things in life, personal or business, communication is important. Expectations are necessary too. People should know what they can and cannot do, what is expected to accomplish and the consequences for not meeting expectations.

Remote work has the same inputs and outputs as in-person work.....with some different variables. First - Build a team that you trust and then.....well, trust them. Second - Build culture. Yes, even remote culture is important. Some of our team members work "together" by logging on to a meetings just to be there with each other and enjoy small talk. + We have a meeting every week just to celebrate wins and appreciate people. Third - Be direct, set expectations and check bandwidth. With new projects, make sure your team has the capacity to take it on before throwing it at them.

Resource access is crucial for effective remote work. Between both my companies, we have about 80 remote employees working worldwide and in the US. We ensure everyone has the necessary computer equipment and a conducive workspace. At Strategy Leaders, we provide access to a remote server, allowing our entire team to access all the information and files they need to excel. We also provide new equipment as needed. This approach ensures that our team is well-equipped and can perform their duties efficiently, regardless of their location.

As a remote worker often stepping in to assist with established business operations, I cannot stress this enough. When small businesses seek our help with human resources tasks like hiring, onboarding, and employee performance, our first step is to analyze the role they are hiring for. We determine the necessary information, resources, experiences, and tools to ensure the perfect candidate can perform their responsibilities seamlessly. Creating supportive resources—such as Standard Operating Procedures, charts, cheat sheets, how-to videos, process checklists, databases, handbooks, guides, and simple webpages for resource navigation—will significantly enhance your small business's performance and optimize the benefits of operating remotely.

Personal work space is important to work remotely, with all the digital set up like computers, headphones, internet, etc.. Travelling is another important facility if it is an international or intercity location; these requirements are a must.

I've found that establishing an expectation for regular communication significantly improves team cohesion. I worked remotely for a company that required us to have at least one virtual coffee chat with someone in the company each week. It was 20 minutes of catching up, talking about more than just work, and it was a wonderful practice. Making time for these informal interactions reinforces the habit and fosters stronger relationships. Encourage your team to connect beyond work tasks, and you'll see a boost in cohesion and morale. It’s a small step that leads to big improvements in team spirit and productivity.

From my experience, maintaining company culture in a remote setup is vital. Your core values shouldn't be confined to the office. Translate them into the virtual environment by consistently communicating and integrating them into your remote work policies. Celebrate milestones and achievements virtually to maintain a positive atmosphere and reinforce your company's identity. Encourage feedback from employees on improving the remote work experience to ensure it aligns with your cultural values. This approach keeps the team connected and ensures that your culture thrives, even when working remotely.

Culture should be more than just cheerleading. Celebrating milestones and achievements is super important, but so is transparency. Make sure your remote workers don't feel like they're in the dark about what's going on. Regular updates and open communication help maintain trust and a sense of inclusion. Encourage feedback on how to improve the remote work experience in line with your cultural values. This approach not only reinforces your company's identity but also ensures everyone feels connected and informed, fostering a positive and cohesive virtual environment.

A great company culture is the best it will keep your team feeling a sense of importance to the business and they will always be engaged.

Managing productivity in a remote setup can be challenging, but from my experience, setting clear goals and deliverables is essential. Implement tracking systems that focus on outcomes rather than hours worked, emphasizing quality over quantity. Provide training and support to help your team manage their time effectively and stay focused while working from home. Trust your team and avoid micromanaging, as it can undermine morale and stifle independence. By fostering a supportive and trust-based environment, you can ensure high productivity and a motivated team, even in a remote work setting.

Having a structure plan and enforcing it daily together with having you team on point is great . At times it can be difficult but you have to stick to your plan .

It's way too easy to blur the lines and ignore boundaries in remote work. This can make people feel overwhelmed by the endless tasks and the notion that being at home means always being "at work." Trying to do a more after hours to get ahead isn't sustainable in the long run and will lead to reduced morale, reduced productivity, or both. Encourage a healthy work-life balance by setting clear boundaries on work hours and being mindful of time zone differences. Make sure your employees feel comfortable taking reasonable breaks. This investment in well-being pays off in the long run.

You have to set the boundaries because you don’t want to become overwhelmed or you don’t want your team to feel the same . Its ok to be transparent and open up but also there’s a line that cannot be crossed .

Reverse engineer from your desired outcomes. If you want a team that has a certain dynamic or certain synergies, then outline that first and work backwards to ensure that you have the tools so that this can be achieved. Reverse engineering may lead you to explore platforms and resources that are above and beyond the typical. This may include resources on well-being and even perhaps partnerships for off-site wellness and other activities. I think that one of the most powerful questions we can ask about anything is, "what does this desire require?" This gives us the opportunity to switch our vantage point and in doing so, acquire a powerful and transformational perspective.

Remote work as a Project Manager- This may work in some areas. But at a large jobsite the team must be cohesive unit. To accomplish this you must meet daily, walk the site with the team and come up with a strategic plan to meet schedule deadlines. If a team member is remote, they can not know the issues of the project. Most time they are not given all the issues that arise. Being on site is a must to have full knowledge.of a project.

Defined expectations and KPI measurements are a determining factor. Working remotely has it's challenges. Are those working out of office actually working? The best way to measure this is based on output and results rather that hours worked. This however is dependent on the type of work they are doing. As long as they are available for and attend online meeting uninterrupted, and meet deadlines, the hours they work should have minimal impact on performance. This also depends on the persons self discipline and standards of work. As a side note, not all people are cut out for remote work and in the same breath some perform better in their own space.