The advancement of technology and the pandemic crisis we have been dealing with recently have changed the ways we work and do business. Canada’s work infrastructure has shifted dramatically over a short period. According to the statistics, only 4% of the working-age population in Canada used to work remotely in 2016. By 2021, that number has risen to 32%.
Regardless of whether it’s a choice or a necessity, moving into a remote work setup is an easy step to take. Still, there are a lot of elements to managing remote teams that managers and business owners have to take into consideration. This article delves into that topic by discussing the intricacies behind building a team across Canada.
Before we go into details, it’s important that you understand the advantages and disadvantages of managing remote teams. The following lists cover the benefits and challenges associated with the remote work setup. Thanks to them, you will know what to expect, and you’ll be able to act accordingly.
Benefits of allowing employees to work remotely:
Challenges of managing a remote workforce:
We’ve mentioned employee recruitment among the benefits of allowing employees to work remotely. Having a remote workforce widens your pool of potential employees significantly. It allows you to hire individuals from the entire country and create a more talented and competent business team. However, you’ll have to handle the recruitment process carefully if you want to reap the benefits of having a remote workforce.
For instance, you’ll need to make sure the potential employees’ areas of expertise and work experience are in accordance with your expectations. In addition, you will have to take into consideration their work habits, as well. Namely, since they won’t be under your direct supervision, you’ll have to hire individuals with a self-starter mentality. They need to be disciplined, reliable, and independent. In addition, they should have excellent communication skills. This way, you’ll be able to avoid — or at least minimize — dealing with some of the most common challenges of managing a remote workforce that we’ve mentioned above.
Detailed job descriptions, panel interviews that include other employees, skill and cognitive evaluation tests, hiring-experience surveys, and recruitment software are only some of the tools that can improve your hiring process.
The establishment of rules and expectations is among the most relevant components of a remote work strategy.
As we’ve mentioned above, remote work setups create a flexible work environment, which both you and your employees can benefit from. Nevertheless, it’s important that your employees’ work performance, goals, and office hours are structured.
Each member of your team should know and follow the company’s rules regarding:
These requirements may vary depending on the type and the amount of work individual employees do as a part of a team. However, they should always represent a compromise between your (employer’s) expectations and the employees’ needs. Make sure your team members are aware of all the rules from the moment they join your company and check in from time to time to see whether they’re productively adhering to them.
Engagement problems are one of the significant challenges off-site workforces face. Employees who work remotely tend to lose a sense of connection to the rest of the team, which can result in numerous issues. For instance, their motivation, productivity, performance, efficiency, and mental health can suffer.
There are several strategies you can implement to avoid — or at least minimize — these kinds of problems. You can accomplish a lot by learning how to build a culture in a remote team.
All your employees should know what your company’s values are. They should act accordingly and serve as an example to others. Resources like proper communication channels, work-related and team-building meetings, regular check-ins, and work monitoring tools can help in this endeavour.
Effective communication is the foundation of successful remote team management. Therefore, it’s vital that you equip your team with the right communication tools. The resources you provide should facilitate direct and prompt communication among coworkers, as well as professional and timely correspondence with clients.
Luckily, there are numerous technological and communication tools you can use for these purposes nowadays. The market offers tons of apps, direct messengers, video conferencing platforms, and project management software designed specifically for the workspace.
Meetings between managers and employees on a daily, weekly, or monthly basis are necessary to discuss goals and strategies. As an employer, you need to make sure everyone attends these meeting and feels included and encouraged to speak up. This way, you will have an opportunity to boost your team’s morale, strengthen their motivation, and improve their productivity.
Remember that team-building and social gatherings carry considerable weight, too. Employees should have a chance to meet properly, establish healthy social relationships, and form a community. This will give them a sense of security and belonging and simultaneously enable them to rely on each other, communicate openly, and discuss problems and solutions more effectively.
Developing a distributed workforce team is an ongoing process. All people involved are required to invest their time and energy continually and strive toward a collective goal. Rest assured — you’re on the right path if you:
The age we live in has changed the face of business management. A growing number of owners and managers are choosing to lead their teams remotely. If you play your cards right, you’ll get to reap the numerous benefits of remote workforce. As long as you understand this management system fully, conduct the hiring process with remote team organization in mind, establish clear goals and boundaries, and promote communication and engagement, you’ll be on the path to success.
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This blog is not meant to provide specific advice or opinions regarding the topic(s) discussed above. Should you have a question about your specific situation, please discuss it with your GBA tax advisor.
GBA LLP is a full-service accounting firm in the Greater Toronto Area, but we primarily service all of Ontario as well as the rest of Canada virtually, except Quebec. Our team of over 30, provides Audits and Reviews of financial statements, and Compilations of financial information, as well as corporate tax returns. We also provide specialized corporate tax and succession planning for small and medium businesses, in addition to general advisory services.
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