What do you do if your strategy for managing remote project teams is falling short?

I’ve spent the last 10 years remote working and liaising with team members around the world— often across different time zones. Hands down the best way to assess issues is with quick 15-minute chats, one-on-one with every stakeholder that may be part of an issue (or something that will soon become one). There’s no need to announce the intention and create undue pressure: Just phone them. Ask them how their week has been, their current most pressing project, and challenges you can help with. A lot can be uncovered in 15 minutes. The gesture of giving people some of your time will be appreciated, more often than not. Fill in gaps by asking a few questions by email…then connect the dots, correlate, and strategize the next steps.

If your strategy for managing remote project teams is falling short, it's crucial to pivot with flexibility and insight. Begin by identifying pain points through open communication with team members. Adjustments might involve refining communication channels, setting clearer objectives, or leveraging technology for better collaboration. Emphasize trust-building and provide adequate support to address challenges promptly. Adapting your strategy proactively ensures resilience and fosters a more cohesive, productive remote team dynamic.

When remote communication fails, PM may use a multi-faceted approach where communication and insights are based on data. Don’t just rely on surveys and metrics, instead try gathering informal feedback through conversation to reveal what is hidden. A “virtual water cooler” channel could be incorporated for informal discussions or team building. Furthermore, gamify some aspects of the project management tools to increase participation and create competition. Give them an opportunity for micro-learning by providing short online courses or webinars that cover topics like time management, communication or stress control. This enhances skill sets and demonstrates the PM's commitment to the team's wellbeing.

Review the strategy and be sure to highlight the gaps within the team by indicating at what point things started slowing down and address it with all arsenals under your control.

When facing challenges with managing remote project teams, swiftly identify issues through assessments and feedback, then collaborate with the team to devise solutions.

It's vital not to be afraid of changing goals if they're not working. Once issues are identified, don't hesitate to reassess and realign objectives. Use the SMART framework to ensure new goals are Specific, Measurable, Achievable, Relevant, and Time-bound. Adapting goals to fit current circumstances demonstrates flexibility and a commitment to success. Remember, adjusting goals isn't a sign of failure but rather a proactive step towards achieving desired outcomes effectively.

Reevaluate your project goals and objectives in light of the challenges you're facing. Adjust timelines, priorities, or milestones as needed to ensure they are realistic and achievable given the remote context.

Nowadays there are new advanced tools that allows collaborations. We are not talking about google doc & co. But actually co working boards were the crafting on site is well conveyed as well for who is online

Leaders are responsible for adapting their communication style to effectively meet the diverse needs of their team members. If the tools aren't facilitating this connection, reconsider and adjust. Establishing explicit communication norms and expectations is foundational, and these must be co-created with the input of all team members. This inclusive approach ensures that everyone is aligned and fosters a sense of ownership and collaboration within the team. A leader can cultivate a dynamic and responsive team environment that thrives on mutual respect and shared goals by continually adapting and engaging.

Two things: 1. Front load conversations 2. Revisit with direct reports and partners/vendors frequently when possible Front-loading conversations with anyone is meaningful. Talk about expectations, how you relay information, and how you prefer to receive critical updates (e.g., Slack, text, or emails). Everyone is different, so set expectations early on. Similar to a long-term partnership with someone you love, people change from the first encounter, so we should evolve with one another to find out what works and what doesn't (do this as often as it fits). We don't know what's happening in each other's lives, and this is a team sport at work; we help each other get better, and it's not a competition. Let's show up like it.

Place a strong emphasis on clear and effective communication. Encourage regular check-ins, provide avenues for feedback, and ensure that everyone understands their roles and responsibilities. Clear communication helps mitigate misunderstandings and keeps everyone aligned towards common goals.

One thing that I have found helpful is to consistently provide feedback about monitoring progress. Assuming that all team members want to achieve the expected results, reviewing progress monitoring results together can be a key factor in building a productive atmosphere and culture.

In my experience, I see the creation of a remote work policy as a panacea. When leaders develop a comprehensive policy that outlines remote work guidelines, expectations, and boundaries. It will help model the behavior for employees and eliminates misunderstandings about what is and isn’t allowed.

Having worked for a remote-first company, I can firmly say that having trust in your teammates increases their motivation tenfold. We often overlook this aspect when working in an in-office or hybrid work setup because we see our colleagues on a regular basis and eventually build trust. Now, how does one solve the problem of building trust while managing a remote team? In my experience, it is simple: As a project leader, you should start by reaffirming to your team that you trust them 100% and they don't need to earn your trust! Tell them it's okay to stay behind on certain tasks, and you'll always have their back. This hands-on approach, when done right, will help you keep your team motivated and stay on top of their game!

Every company's approach to office and remote work varies based on its stage of development and specific circumstances. Startups may initially prioritize in-office work for close collaboration and rapid decision-making, transitioning to remote options as they scale. Established companies also adapt their models over time, considering industry trends and employee preferences. Flexibility and alignment with company goals are key to finding the right balance.

Once you’ve done what is written in the article…ask for help! You can do this in several different ways. 1) ask someone who has been very successful at remote project management for their advice. 2) ask someone on the team who you trust to give their assessment. 3) be honest with the team and let them know what isn’t working. Maybe some are just as frustrated as you and have some ideas. People are more likely to pull together when you are authentic and honest.