How to Manage Remote Teams: A Decade of Lessons at ARMR
ARMR has been a fully remote organization since its inception in 2013. At the time, it was an uncommon approach, but we believed in the benefits of remote work and sought to foster a company culture that gave our team the freedom to work from wherever they wanted. Over the years, we've learned a lot about what works and what doesn't work when managing a remote team. In this post, we'll share some of our insights and best practices for managing remote teams.
Remote Work isn't New
While remote work has become mainstream in recent years, it's not a new concept. As an executive recruiter in the early 2000s, I worked with senior executives who frequently traveled or worked from varied locations. As the child of academics, I saw firsthand how my parents worked more remotely than if they had to check into an office every day. They were able to integrate work into their lives in a way that made it more enjoyable and sustainable. At ARMR, we wanted to create that same kind of flexibility and work-life integration for our team.
The Benefits of Remote Work
One of the primary benefits of remote work is that it allows our team to live wherever they want. Whether they want to live in North Carolina, Nebraska, Hawaii, or South Africa, they can do their work from anywhere with an internet connection. This not only gives our team members more control over their lives but also allows them to live in places that they love. As an organization, it helps us attract and retain top talent from all over the world.
Another benefit of remote work is that it is efficient. By eliminating physical offices, employees don’t need to monitor traffic conditions or weather forecasts to plan their daily commutes. This time savings compounds quickly - hours once spent waiting on public transit or sitting behind the wheel give employees the freedom to spend more time with family, cook for themselves, allocate time for exercise and healthy habits, or adjust their schedule to coordinate daycare and school dropoffs.
Maintaining Culture and Accountability
One of the biggest challenges of remote work is maintaining a strong company culture and holding everyone accountable. When you don't see your team members in person every day, it's easy for communication to break down or for people to feel disconnected from the company's mission and values. At ARMR we’re intentional about creating opportunities for our team to connect and build relationships, whether that's through virtual happy hours, team retreats, or regular check-ins with managers.
Another important aspect of maintaining accountability is setting clear expectations and goals. We use tools like Teams and Slack to keep everyone on the same page and make sure that everyone knows what they're responsible for. We also prioritize regular feedback and performance reviews to ensure that everyone is meeting expectations and has opportunities to grow and develop within the company.
The Future of Work
Millennials and Gen Z are driving a shift towards remote work, and we believe that this trend will only continue in the years to come. As companies look for ways to attract and retain top talent, offering remote work options will become increasingly important. At ARMR, we're proud to be at the forefront of this movement and to have created a company culture that supports remote work and allows our team to thrive.
In conclusion, managing remote teams comes with its own set of challenges, but with the right approach and tools, it can be incredibly rewarding for both the company and its employees. By prioritizing communication, culture, and accountability, and embracing the benefits of remote work, companies can create a workplace that is flexible, inclusive, and sustainable.
