Growing and Manage Remote Team
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Growing and managing a Remote Team at Digital Success Summit Kolkata 2018
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Growing and Manage Remote Team
- 1. Growing and managing a Remote Team
- 2. Hello! Piyush Poddar Husband and Father Remote Work Enthusiast Head of Partnerships and Sales @ Jaipur, India Kolkata
- 5. What’s Axelerant? (Warning: Shameless Plug) We’re a fully-distributed integrated global delivery partner, helping to create digital experiences with agency affiliates. 80+ Team Members | Five Countries
- 6. Everyone is so image obsessed and afraid. Keep your cards close Don’t take any risks Keep your mouth shut Spin, optics, smoke, mirrors This is all crap.
- 9. “...actions and approaches that radically increase the openness of organizational process and data.”
- 10. What is it not? Being radically honest ≠ being obnoxiously rude
- 11. What is it not? Doesn’t equal brashness or harsh imprudence
- 12. What is it not? Calls for dignity, respect, code of conduct
- 13. Some examples. ● Transparent salaries ● Weekly open surveys ● Bimonthly announcements ● Public & unreserved Q&A ● Open door policy ● Diversity and Inclusion ● No ivory towers
- 14. Where did this come from? Customers, employees will not put up any longer with anything false The internet encourages, forces transparency Millennials value transparency above all Ray Dalio, Bridgewater James M. Whitehurst, Red Hat Joel Gascoigne, Buffer Some radical leaders.
- 15. But it’s challenging. ● There will be good days & bad days ● Humbling that can hurt pride—needs courage & vulnerability ● Takes commitment to create culture safe enough for this behavior ● You have to really make it a priority— dedicate time, recommit to it often, demonstrate to people that it is okay to speak up
- 16. v Why does it work? Trust + Alignment + Growth
- 17. ● Builds team trust in both good & bad times ● Individuals and leadership hold themselves accountable ● Allows the right people to join team and partner ● Better conflict resolution, problem solving ● Greater commitment to goals and higher motivation ● More informed, more context, less guesswork
- 18. Openness as one of our values. - Systemic encouragement of transparency - Public highlighting and reinforcing what we want to see more of - Compensation: Open finances/salaries - Open lines of communication with leadership - Open Source ethos of transparency, peer production and collaboration - Shared documentation: Handbook, collaborative docs - Flexibility of working from any place, any time, your way This is how we do it (and how you can, too).
- 19. This is how we do it (and how you can, too). Communications, Tools and Frameworks - Organisational alignment via V2MOM - Communication tools like Slack, Zoom, Jira etc. - Officevibe surveys, reporting, weekly - 7geese: openness rewarded ( OKRs, 360 feedback, OneOnOnes ) - Public channels, failures & successes via #lessons-learned - Announcements across all areas: Operations, Sales, Marketing, etc. - People centric programs like Lifecoaching, Personal Triumph, Mentorship program, Happy Hours etc..
- 20. ● Isolation ● It can cause resentment ○ Pay scale, performance jealousy ○ Public let go’s, reasons known ● Decisions open to multidirectional challenges ○ Doubt, argument, disagreement ○ Takes time to answer questions ● With great power comes great responsibility ○ How much should you share? ○ Clear boundaries, psych safety Negative consequences & management
- 21. ● It’s the right thing to do ● It’s the best way to bring issues to the fore early ● Without transparency, expect unexpectedness ○ problems don’t come to the surface ○ operations failure ○ higher attrition ○ hampered growth In spite of it all, why is it worth it?
- 22. Proof is in the pudding
- 23. The impact we’ve seen.
- 24. The impact we’ve seen.
- 25. The impact we’ve seen.
- 26. The impact we’ve seen.
- 28. Remote: Office Not Required Jason Fried Recommended readings The OPEN ORGANIZATION Jim Whitehurst Blogs and Podcasts DRIVE Daniel H. Pink Yonder, Buffer, Signal vs Noice, Bridgewater, Open, Bridgewater, Nomad city and more...