Quais são as melhores maneiras de construir uma equipe digital que possa prosperar em um ambiente de trabalho remoto?

It can be extremely difficult to build a successful, cohesive digital team, I should know I've failed many times! What helps: Shared vision: - what are we all trying to do, how might that be different from the rest. Good manners: - may seem ridiculous but common courtesy goes a long way, especially in digital or written communication channels. Culture eats systems: - a positive determination to deliver from every member of the team beats any monitoring system on the planet. Small and fast beats big and slow every time. "Chunking" works (OK call it Agile) Get face to face as a team if you can, especially to celebrate major milestones, like a product launch?

In my experience, understanding the company's overall vision and objectives to steer digital strategy direction is essential. Use these insights to set your internal vision and establish quarterly objectives and key results (OKRs) for performance improvement. Here is how: Set your vision to define how your future looks and use it to refine goals. Set quarterly objectives that drive those goals and clarify what you need to achieve. Use key results to measure your success within a specific timeframe. This method leads to adaptable key initiatives, refined through weekly or bi-weekly planning, ensuring your daily activities are in line with the company's digital and broader vision.

In my experience, some things need to be considered: - even if it might work for some and even if sometimes it is needed, don't be a micro-manager towards your team - trust in your team is extremely important: without trust things will just never work (and it is very much related to why you stress out and feel the need to mico-manage) - clear objectives / goals and alignment on how to get them. The "why" comes before the "what" and then it needs to be followed by the "how", but the "how" should be in my humble opinion the fruit of collaboration - let people contribute ideas into how to make the job better, faster, etc. - that being said, track and measure recurrently and in a very objective way and give lots of constructive feedback

An Agile way of working has become essential for any Digital team. Today we do not have talent availability at one location so most of the teams have to collaborate with team members online. - A defined goal is essential for the team. - A daily sync of the team to understand the different stage other team members are at is another important activity. - Knowing What we did and what we have to do is also important on a daily basis. - The pace at which the technology around us is changing, these has to be a team personal as well as skill set development initiative and goals essential in a remote working environment.

If you are planning a trip, what's the first thing to decide on? Your destination. That will determine everything else. Similarly, talent is attracted to a shared destination or vision for success. As you build your digital team, each individual should be bought into the vision. This allows for the intersection of passion and skill to align and set lofty goals or objectives, as well as the motivation to execute and deliver key results.

One thing I've found helpful for my team is frequent webinars with experts in different fields. It's important to stay updated with the current AI tools that build their capacity & enhance efficiency

In my view, this step and the next step that involves developing the culture are most ciritical in the initial stage when we are organizing a remote team. The success depends a lot on the people we hire. The most important skill to look for when hiring people must be adaptability and remote social intelligence. This way, we can create a learning and agile culture in the organization where everyone will play a positive role and contribute thorugh motivation.

I've had the pleasure of working with expert digital teams. Where they have tended to be more successful is where the team members have actively sought to learn from one another's technical skills and have welcomed contextual input from other areas of the business, especially client and market-facing teams, for what they are working on. Useful, challenging and progressive work inspires and attracts talent.

Trial new hires especially if they only started working remotely during the pandemic. And if they say water cooler conversations are a favorite part of their job, they probably won’t be happy with the isolation.

My approach has always been to develop digital talent no matter the skill level of any one team member. In a remote environment, you want to ensure everyone's skill is somewhat matched crossed the team. It involves nurturing skills, fostering a culture of trust, and mentoring to ensure team cohesion and goal alignment. By investing in continuous learning and mentorship, teams become more proficient and harmonious, driving them to excel in achieving collective objectives. This approach not only enhances individual capabilities but also strengthens the team's overall dynamic and productivity in a remote setting.

A positive error culture is essential for digital teams to learn and improve. The fear of making mistakes can lead to stagnation and a lack of innovation. Mistakes they should be analyzed to identify what went wrong. This information can then be used to improve the team's processes and practices. Here are some tips for creating a positive error culture: - Lead by example. Leaders should set a positive example by being open about their own mistakes. - Create a blame-free environment. Teams should be encouraged to learn from their mistakes without fear of judgment. - Celebrate successes. When teams make improvements, it is important to celebrate their successes. This will help to create a culture of learning and improvement.

COVID taught us some important lessons work wise. The most important one - You don't always have to be physically present to see success. Of course an in-person work environment has its perks - Faster results and accountability - but in the long run the biggest lesson is your company will succeed only if your employees are thriving! Remote work helps people integrate their personal and work lives. Some tips for managers - 1. Enable virtual water cooler conversations. 2. Encourage regular in person meetings wherever possible - with internal teams & clients both 3. Ensure the focus remains on business goals rather than individual preferences of management and teams 4. 360 degree and cross functional feedforward as part of appraisals.

Con un equipo remoto de 26 desarrolladores, he notado que crear una cultura de confianza con la dinámica "Confío" - "Obtengo resultados" - "Soy flexible" genera un entorno donde el equipo asume responsabilidades sin presiones ni micromanagement. Tras la transición de trabajo presencial a remoto por la pandemia, hubo una caída inicial en el rendimiento. Sin embargo, adaptándonos y aplicando estas premisas, el equipo logró funcionar de manera excelente.

This is one of the most important steps in this entire process to build a successful remote team. A 2- pronged approach is useful: 1- Set Clear, defined and realistic values and expectations for the team. Being upfront with this helps the team to start on the same page. Without this step the team will lack cohesion, trust and shared goals. 2- Consistency and check ins. A remote team lacks the benefit of facetime that organically builds culture in an office setting. So in a remote environment it is imperative that leaders drive the culture, embody it and continuously nurture it.

Leadership sets the tone for digital culture and values by how they engage with their team. Communication tools like emojis or gifs can help convey a friendly tone. Videos paired with written communication can be very impactful when explaining a new process or change in your organization. Video is also powerful tool when you have an impactful message to share that could be ambiguous in writing; your tone of voice and demeanor allow the team to see if you are calm, sad or happy that writing isn't able convey as freely.

Picking the right collaboration tool for your team is critical. If the team hasn't worked with tools before then applying change management best practices would help you transition to a achieve your goals. Moreover workshopping ways of working processes with the team and asking for their inputs would go a long way as opposed to enforcing a working system that they had no voice in.

In my experience, a holistic perspective on setting up digital tools and processes involves careful consideration of customization, efficiency gains, clear protocols, flexibility, continuous improvement, and performance measurement. By navigating the potential pitfalls, a well-balanced approach can significantly contribute to the success of a digital team.

An employer attitude of continuous improvement and innovation in the employee experience will encourage those traits in a team. It's important for a digital team to have digital tools and processes for every point of work and collaboration. If you want a team to innovate and push the envelope, you have to model those behaviors when you build the employee experience.

1. Culture. 2. Culture. 3. Culture. 4. Hire people that will enhance the culture. If you don't have a strong culture in place, policy and process become irrelevant. I also know you can have a stronger culture than many non-remote teams.

Clocking is a key to success! I used to hate the idea of people having to clock their time. I hate having to clock my time. But with a fully digital and remote team it was essential. We use clockify. And it gives me complete visibility into things like: ➡️ Where we have gaps ➡️ Where we need extra resources ➡️ How many clients we are over-extended with. Etc… It has even helped us renegotiate stronger retainer renewals with clients. It is ingrained in our company ethos now and part of our culture. I was a fool to wait so long to implement it. And I will go so far as to say it is the number one contributing factor to our success and profitability now!!

Hire the best and most talented people. Educate them on the objectives. Bring them together often to share experiences and learn from each other; unify the team. Empower them to take risks and make solid efforts. Lead with empathy and encouragement. Acknowledge the wins and challenges. Identify strengths, rejoice in diversity of thought and address gaps. Gain additional advocacy with leadership and key decision makers. Most importantly, make sure that everyone has an equal share of voice. You win as a team!

Don’t forget that these are people. You may interact with them through a camera but they have a life outside the screen. Be empathetic, kind, understanding, thoughtful and respectful of their time and schedule.

I check in regularly via video chat to gauge morale and provide encouragement during stressful periods or milestones. Our mentoring program facilitates experienced team members guiding newer hires on work-life balance strategies. We maintain an active chat channel for sharing wellness tips, motivational quotes and peer recognition of wins big and small. We send thoughtful care packages to remote team members around the holidays to brighten spirits.

You’re living and working in a virtual world but your team is not just a face on a screen. Find opportunities to escape the monitor! Get the team all together at least once a year, and when possible, have smaller groups in close areas of the country get together more frequently.

LinkedIn offers a unique platform for nurturing digital relationships and team well-being. Through its features, you can create groups or networks that serve as virtual spaces for team interactions, similar to coffee breaks or informal chats. Its professional setting encourages meaningful connections, fostering a sense of community and shared goals. Additionally, LinkedIn's content sharing and messaging capabilities allow for recognition and celebration of team achievements, contributing to a positive work culture. Encouraging team members to engage on LinkedIn not only enhances professional networking but also supports a healthy work-life balance by connecting them with resources and communities that promote mental and physical wellness.

One way to constantly improve is to implement a "build-measure-learn" cycle. This cycle consists of three steps: 1. Build: Create a new digital technique, product or service. 2. Measure: Collect data and feedback in a meaningful way 3. Learn: Analyze the data and feedback to identify areas for improvement and initialize improvements. The build-measure-learn cycle is an iterative process that allows teams to quickly and easily test new ideas and make improvements.

Cross industry sharing sessions are extremely valuable. Besides an internal experience sessions within teams help to boost overall creativity as well as productivity. Lastly, we benefited a lot with quarterly "townhall" gatherings to mix both internal and external speakers into one stage.

To enhance digital practices: Gather and Analyze Feedback: Regularly collect data and feedback from your team, customers, and stakeholders. Use this information to assess digital performance and identify areas of strength and improvement. Encourage Reflective Practices: Foster an environment where team members are encouraged to reflect on their experiences and learnings, sharing best practices and challenges. Cultivate Continuous Improvement: Use insights gained from feedback and reflection to drive a culture of ongoing improvement and innovation, aligning with your digital vision and goals.

Teams with a response function, to emergency incidents for example, should conduct desktop exercises and other drills based on likely scenarios. Identify and mitigate single points of failure. Evaluate your plans following feedback from these exercises. Iterate as necessary. Build this kind of training into your work program.

Empowering team members to actively contribute to a learning ecosystem is key. Curiosity and a willingness to continually learn are fundamental traits of a top-notch digital marketer. By encouraging the sharing of tools, templates, and best practices, we not only streamline our workflow but also foster a culture of collaboration and mutual respect.

Support teams by giving managers remote or hybrid management training. Good managers who are used to managing others in person, may not have the skills and awareness of the different requirements to manage a distributed team. Ensuring that managers have been supported to understand how to best engage with remote teams, is a simple, but often overlooked priority.

I recently read about a company of multi-million $ turnover and 2,000 employees being 100% remote. Definitely not the standard: most companies would operate in hybrid mode, e.g. 3 people sitting in physical proximity (even few days a week), 2 people meeting once per month, and 5 being 100% remote and rarely if ever meeting f2f. Hybrid teams need to balance how they support each other through outcome-based projects, go through stress and celebrate team or individual successes. It takes a lot of human empathy and a new set of social skills which need to be established to ensure individuals are clear on their tasks, respect and support each other, and get a fair sense of belonging and fulfillment in the team.

In a remote work setting, setting clear expectations is crucial for team success. Begin by defining roles, responsibilities, and communication protocols to avoid misunderstandings. Specify work hours, deadlines, and quality standards, providing a framework for accountability. Establish feedback processes and problem-solving protocols, fostering a collaborative environment. Outline performance metrics and professionalism expectations, ensuring clarity on success criteria and virtual etiquette. Regularly revisit and update these expectations based on team feedback for ongoing effectiveness. Clear guidelines contribute to a cohesive and productive remote work environment.

Teams sollten tatsächlich die Autonomie besitzen, ihren eigenen Weg zur optimalen Zusammenarbeit zu finden. Das Modell der lernenden Teams, wie es auf lernendeteams.de beschrieben wird, hebt hervor, dass Teams in der heutigen Arbeitswelt komplexe, unberechenbare Herausforderungen meistern müssen. Lernende Teams sind dabei Gemeinschaften von Expert:innen mit klarer Orientierung und der Autonomie, ihr System zu gestalten. Die Kernwerte dieser Teams sind Gemeinschaft, Orientierung und Autonomie. Diese Werte unterstützen Teams dabei, sich den Herausforderungen anzupassen und effektiv zusammenzuarbeiten.

Opening your talent pool from hiring locally to globally will give you a much better chance of finding A players you can add to your business. If you find A players you can bring your organisation, it will drive others to work harder and smarter. Going global with your hiring can also come at a fraction of the labour cost having a drastic improvement on your bottom line.