How can you build a successful freelance business with a remote team?

To lead a remote team, the first task is to clearly define the team's goal for the team. Let's divide the work. Let's change the tasks from big to small ones, set a deadline for doing the tasks, and monitor the output of the work on a weekly basis. Have a meeting online at a specific time and if there is a challenge, solve it as a team. And finally, justify to the team members that the positive outcome of the work is ultimately for the benefit of the team

In my experience an aligned purpose is key to creating “team” when working remotely. Once purpose is aligned outcomes can be created that bring the purpose to reality. To achieve outcomes actions need to be documented and measured. The above is true whether working remotely or otherwise. The additional element required when working remotely is to (i) create occasions for interaction and building trust, (ii) clear communication and (iii) compassion that things may not be understood.

You must start with a vision! It’s fundamental to any team, whether in person or remote, to maintaining motivation and focus for your people. Further, tie this into your own core values and those you adopt in your business. This has the benefit of motivating those who are less compelled by your own purpose and vision. By having a list of clear core values, you allow others to connect with their own purpose within the context of the job - finding their own motivations to produce their best work. Regardless of your team size or location, having a vision at the centre of what you do is highly important.

I would like share with you three tips on how to create a remote team effective freelance business. 1. A well-planned schedule: To manage a freelance remote team successfully, you need to make an executable plan that makes sure each new hire is aware of their responsibilities. 2. Set up a Team: When employing new staff, be selective since not all candidates will be suitable for working remotely. 3. Deadlines through Feedback and Tracking: A tracking and feedback system enables the remote worker to set realistic deadlines, which in turn helps them plan their own actions.

When working with remote teams at any stage of the entrepreneurial journey, it is important that there is an agreement to a set of core of values which should be honored by every single member of the team. This will help the team know where the north star is and it allows to flag issues during key moments of the business cycle.

One your team is ready, now it’s the time to build the right environment and business systems and use good tools for business growth ! You’ve to develop : Effective communication tools - Since you’re working with a remote team, building a good communication system can only help you progress ! Use Apps to get in touch with your team regularly and discuss every possibility! Project management tools - you should also establish workflows and operating procedure, and utilise project management tools to monitor progress ! Clearly defining deadlines and regular follow-up is the best way to achieve business goals :)

In my opinion, you should not jump straight to selecting tools and technology. In my work everyday, we teach organizations that they need to have a process-focused approach to new tools and technology. Otherwise you wind up with gaps, excessive tools, or tools and technology that don't work together. To do this we recommend that you start with a list of the processes that you and your people will need to do, in order to achieve the goals and objectives you documented in step one. Write down any rules, policies, guiding principles, and non functional requirements. These are things like, "we need to be able to process 1000 per hour" or "security is critical for sales and account managers to prevent accidental over sharing of data".

Never ever choose the tools first. Regarding project management tools, choose the processes you want to follow and then use the tools that enable them. Any tool that forces the team away from the desired process will be a drag on productivity and will impact morale. Regarding technology, complexity is the enemy, choose flexible, scalable, secure, and inexpensive where possible. The cloud can be useful if you don't know your growth curve. If you do, hardware and colos can be cheaper. In both cases you need appropriately skilled individuals.

It can be easy to rush into grabbing tools. These could be things you've used before, processes your familiar with or things you think you ought to get. Before getting started, work out all the functions you need, then spend time researching the tech that fits those functions rather than tech first. For example, you might have used a very heavy piece of software like MS DevOps in a corporate environment. Although this is familiar, and you know how to use it, it is expensive and difficult to learn for new users. Perhaps other, cheaper, lighter solutions might work better for you in your new world.

I believe that the key to driving a successful remote freelance business lies in meticulously selecting and implementing the appropriate digital tools and systems. It's akin to outfitting an expedition - you need the right gear for different terrains. In our context, this translates to leveraging project management platforms, video conferencing tools, and cloud storage that align with your specific business needs and budget. But it's not just about having these tools; it's about ensuring your team is adept at using them. Establishing clear processes for collaboration, feedback, and financial transactions is crucial. This organized approach not only streamlines operations but also fosters a seamless and efficient remote working environment.

You need to build trust not only between yourself and your team but also among team members. You can start by acknowledging what each team member brings to the group and how their role helps you all reach the goal. This way, your team members will feel respected and appreciated, and they will become aware of how each member is important. The next thing you should do is establish open and transparent communication – feedback and constructive criticism should be encouraged, creating an environment where everyone feels comfortable expressing their thoughts and opinions.

In my experience fostering trust with remote teams can be challenging if you do not take time to create interactions that replicate in person communication. Build in time to get to know your team as individuals so the work feels less transactional. Another way to build trust is to honor your commitments. If your touch points are at a set time, make it a priority to keep your appointments and minimize distractions, like looking at your cell phone or IMs. Keep your camera on so you have the benefit of each other’s facial expressions when possible. Follow a consistent communication schedule and be available for ad hoc conversations. Being intentional sets the stage for effective communication, which is foundational to trust.

Do what you say you'll do. Maintain your commitments and meet deadlines consistently. This practice not only demonstrates reliability but also cultivates a cycle of trust and efficiency within your team. Transforming promises into tangible actions reinforces a culture of accountability and high standards.

For me the secret to building rapport is listening. After careful and active listening comes the understanding of the people and then knowing them. When knowing your team, you can connect and build something together.

Being transparent with team always helps in building trust. People generally expect other people to be transparent with them in communication but when it comes to themself they become selective. Also it's important to avoid any assumptions.

Creativity and innovation are the key elements to grow your business and for this you need time - So how you can find time for thinking ?? The answer is good delegation - Delegation helps you find time to get more innovative and creative and also it keeps your team members motivated. - It enhances your productivity as you feel less burdened ! - it helps your get specialisation, as your unimportant work is also being done by an expert now ! - You can work on multiple projects as you get more time and scale your projects well ! - You can focus more on leadership and achieve all your goals ! Delegation is the lifeline of business growth, use it well :)

Delegating authority to your team to make sound decisions predicated on policy, law, common sense, and the mission of the organization is crucial for a leader. Team work is about trust and not micromanagement. As a leader, always give kudos and credits when the outcome is positive. Always assume responsibility when the outcome is negative. In short, delegate authority but not responsibility.

When an employee is delegated to complete a task, normally the manager will state what he/she wants done, how he wants it to be completed, will also set time deadlines and will check up on the employee’s progress as well as provide feedback. On the other hand, if empowered to do so, the employee will be provided with a wider range of information regarding the company and the individual employee will be left to their own devices – making their own decisions along the way and taking ownership of the work.

Success of any project depends on the team hence it is important to communicate the target and delegate the work to the team with trust ( timely checks and balances) and provide them all the information to make it happen

In my experience, I felt delegation is more important as it helps team to get empowered and take more accountability . It motivates team to focus on achieving goals rather just taking instructions to get the day job done. Empowering team helps creating positive environment and ultimately team will not have the room for drama which helps to get best out of them.

Communication is the key to participate but correct communication ( shared and received ) is the key to success hence it is essential to inform and understand that the information is passed on and also understood in the same words and spirit. The correct communication will ensure collaboration and participation to achieve the end goal.

The linchpin in guiding a remote freelance team is mastering the nuances of communication and collaboration. Imagine communication as the lifeblood of your remote operation; it's crucial in circumventing misunderstandings, conflicts, and delays. Collaboration, on the other hand, is like a brainstorming session where collective wisdom and creativity come to the fore. Regular, clear, and empathetic communication across suitable channels lays the groundwork for a harmonious and productive environment. Actively listening to your team's ideas, concerns, and suggestions not only fosters inclusivity but also drives innovation. This approach ensures that everyone is on the same page, and the team's synergy is leveraged to its fullest potential.

For All employee and customer and supplier Communication should be strong Always use specific word while Communication to avoid misunderstanding Information flow should be Always 2 ways Utilize Information to make opportunity

Communication and collaboration are the lifeblood of a remote team, and my expertise in managing distributed teams emphasizes the following principles. Prioritize clear and concise communication, leveraging a mix of channels such as chat platforms, video calls, and collaborative documents. Establish regular team meetings to provide updates, share insights, and address any challenges. Encourage a culture of active listening and open dialogue, ensuring that all team members feel heard and valued. Foster collaboration through shared documents and project management tools, enabling seamless coordination on tasks. Emphasize the importance of setting expectations for response times to maintain a sense of urgency without causing undue pressure.

Agree, Trust, ethics, empathy and transparency in communications gives team sense of ownership which drives team towards common goal.

Be clear on what your offering is and what is unique or differentiates you from competitors. Ensure your team members are super clear on their role, on the expectations you have of them and what the organisational objectives are. Empower your teams, give unconditional trust and earn your teams’ trust and build their confidence through support, positive feedback and ensure ideas and initiatives are encouraged and successful ones are rewarded & unsuccessful ones aren’t criticised. Give credit & recognition often, galvanise teams in tough times through encouragement, share the challenges & carve the path through uncertainty to clear air. Finally, always and I mean always celebrate & acknowledge success no matter how big or small.

My grandfather used to tell me: “Never stop learning. Learn to improve, learn to innovate.” Our small but successful family firm worked with American and European multinational corporations in the 60’s, 70’s and 80’s. This was before cell phones, before fax machines, before email and the Internet. We had very expensive long-distance phone calls and telex machines. In essence, everyone was a “remote” team member without the current technologies that make instant communication possible. Nevertheless, we learned to use long-form letters sent by post and our annual meetings to reflect on what we did well and how to improve. It worked! It still does because we have never stopped learning, improving, and innovating. It’s just a bit easier now…

One aspect of remote teams is that varying geography affords a highly differentiated set of inputs. Therefore, the ability to "learn new things" is inherently there. But the team won't learn new things or have the ability to improve if these differentiated inputs are not systematically encouraged to come forth. For that reason, cultivating an attitude of being "all about possibilities" is an important light to keep shining on your teams so that they, in turn, will share that light with each other and with every client.

I believe in continuous improvement in everything but not everything all at once. When building a team, whether remote or not, you have to regularly review what's happening and make tweaks in the system. To remain effective and efficient, be intentional about taking a temperature check - of yourself, of your team. Are you frustrated? Even if it is frustration with your team, the responsibility is yours to diagnose. Come up with an idea or two to resolve, ask your employee(s) to do the same. Getting input on that solution by the employee you're frustrated with will be key in taking it all the way to resolution.

Managing a remote team can be extremely challenging. An effective leader needs to be able to draw on the strengths of each team member and this may not be as evident when not always being face-to-face. To compensate for this, it is important to assemble the right team that can operate effectively in a remote environment. Often times this may not be the same people that work well together when in an in-office environment. Take what ever opportunities there are for direct interaction especially during the early days of working as a team. Personality traits aren’t often discernible on zoom.

On top of tools and shared goals, you need to ensure that the expertise and setup align with your customers’ needs. If your business service can be provided fully remote then having a completely remote team is the right way for you. If all of them are freelancers then you need to ensure you have clear commitments and contracts to ensure that they are accountable for delivering against the commitments you took towards the end customer. If some accounts would benefit from occasional face2face meetings, having collaborators in certain locations to help you do that can make a difference. I have done it in the past and with my little enterprise I was able to cover several regions in the country - having the right people is key to this.

It all starts with recruitment and selection. I was Working with a great boss who had greater boss (IVP). The boss of my boss used to say, "If you put the right people on the bus, you don't need to worry where the bus is going". Hire someone who know what to do without worrying about close or continuous follow up.

One of the best examples of leadership i learned was from a Special Operations Leader who told me to keep charging forward..... its his job to redirect me and protect me! All i need to do is communicate and follow the strategic plan!

Invest in a robust data analytics framework that tracks results at a granular level, and how they measure against goals. This creates a transparent system that builds trust. Celebrate wins and learn from less optimal results.

Reconheça e Recompense as Pessoas que Entregam Resultados Superiores A avaliação de desempenho tanto de equipes quanto pessoas individualmente é fundamental para manter talentos engajados com os propósitos e objetivos de qualquer organização. Para tanto, as lideranças precisam identificar quais "entregas" são estratégicas e geradoras de valor para cada uma das áreas e times, bem como levantar como as pessoas e competências podem somar ao grupo, produzindo capacidades distintivas aos negócios. É muito mais do que mensurar metas, trata-se de construir modelos sinérgicos para as equipes.