7 tips to manage a completely remote international company

7 tips to manage a completely remote international company

Opinions expressed by Entrepreneur contributors are their own.

More companies are eliminating the overhead costs of dedicated office space and unlocking global growth opportunities by moving to fully remote operations.

While the potential benefits are significant, business leaders will face several challenges. Follow these tips to better manage your entire remote business.

Related: 7 outdated habits that will cripple your business

1. Clearly define your mission and vision

Guiding a company in a strategic direction is challenging when everyone is in the same building, and it’s even more difficult for completely remote organizations.

A clearly defined and adequately communicated mission and vision are essential to any successful remote business as it serves as a roadmap to guide the actions of each employee and the organization.

When your employees align with your mission and vision, everyone understands what they are working towards, how the company wants to achieve it and what is expected of them. This unified vision is becoming increasingly important in an organization characterized by diverse backgrounds, cultures and languages.

2. Don’t think local. Think globally

A fully remote business gives you access to new markets and a global customer base and opens up opportunities to tap into global talent pools.

Don’t fall into the trap of limiting your recruiting strategies and recruitment campaigns to home markets.

For example, despite an ample supply of English-speaking Eastern European teachers, when Novakid was ready to launch, the founders searched through Facebook groups for native English speakers from around the world.

By building a globally distributed workforce, the company was able to quickly expand into new markets with teachers in every region. This approach also created a pool of non-native English speaking teachers who are highly proficient in the language but offer services at a lower cost to the company.

In addition, offering classes with bilingual teachers from different regions created unique opportunities for students to experience different cultures and accents, which became a competitive advantage for the company.

A globally distributed workforce also offers additional benefits, such as better business continuity and diverse thinking, which can drive innovation and greater organizational agility.

Related: Are Completely Remote Companies the Future?

3. Build a corporate culture based on responsibility

The lack of direct oversight of employee time often worries business leaders as their businesses transition from a brick-and-mortar operation to one that works entirely remotely. While it’s tempting to control working hours, it’s essential for any remote business to find the balance between flexibility and accountability. Strict rules and fixed working hours can hinder innovation and make working arrangements difficult.

Instead, give employees the flexibility to organize their workdays based on their individual needs, circumstances and preferences. The key is to set clear expectations regarding outputs and deliverables rather than closely monitoring their inputs.

Employees who understand this dynamic will have the discipline to manage their time effectively to complete their work tasks while also getting on with the personal things they plan for their day – whether it’s family time or a workout session.

4. Enable your employees to act independently

Building a corporate culture based on values ​​such as trust, honesty, discipline, courage, integrity and curiosity are the ingredients for a thriving remote international business.

Over time, this gives employees the courage to take initiative, make decisions, solve problems on their own, and ultimately take responsibility for their actions and results when they don’t have direct access to management or colleagues. And waiting for feedback through online collaboration tools can also create bottlenecks that slow implementation and reduce organizational agility.

As such, successful remote organizations give employees the autonomy to make their own decisions and the space they need to be brave.

Fostering a culture of trust nurtures other positive traits within a remote workforce, such as curiosity, courage, innovative thinking and bold experimentation. The freedom and confidence to explore, develop and try new methodologies and new ways of working can create a competitive advantage for your organization.

This environment also supports a trend known as the ‘culture of everyone’, whereby employees become responsible for their development and learning journeys. This is a powerful tool for driving employee motivation and satisfaction and can serve as an effective way to attract and retain talent.

5. Prioritize talent and experience

A key element in my company’s success as a global remote company was our preference for hiring people with expertise and experience. While some companies prefer to hire and develop junior people in-house to keep payroll costs down, this is not always the most appropriate option for outside organizations.

The time and resources required by this approach often come with an opportunity cost. And a junior with no experience has a lot to learn. However, the nature of remote work means managers can’t always provide the access and availability needed to get junior employees up and running quickly.

Bringing in people with expertise and experience gives you a workforce that can manage themselves and work with freedom, while delivering the quality output they need.

6. Implement technologies that help employees

Technology offers the ideal solution to transcend the geographic boundaries and time zones that remote international companies deal with on a daily basis.

Online productivity tools like Slack create clear communication channels for different goals and purposes while supporting collaboration across distributed teams and different workflows.

Video conferencing tools are another must-have tool. They allow outside companies to maintain interpersonal face-to-face interactions, which are essential for building rapport and conveying meaning beyond verbal or written communication. These interpersonal interactions are also important to transmit company culture.

Productivity management tools provide managers with insight into workforce efficiency and output. The resulting analyzes can help identify areas for improvement or highlight workflows or processes that need refinement.

7. Promote internal communication

Totally remote global companies need the right tools, processes and procedures to drive clear and concise organization-wide communication and foster collaboration among employees in remote teams.

External teams must communicate transparently and correctly on a regular basis, regardless of the channel. Management and leadership must ensure that they can effectively convey their message to the right targets.

Effective communication promotes trust through transparency and ensures that remote workers clearly understand their duties, roles and responsibilities.

By creating multiple channels where employees can provide their feedback and opinions, ask questions, share ideas, profile great work, or simply voice their concerns, remote workers can communicate their value and feel heard and empowered.

Related: Sustaining a collaborative culture in a hybrid and remote world

Leave a Reply

Your email address will not be published. Required fields are marked *