Future of Work

While many businesses have opened up to the world of remote working, the burning question is: are they doing so effectively? We have noticed a growing desire for expert advice from business leaders who’ve been mastering remote work. We spoke to Guillaume de Smedt, VP of Community for Silicon Valley-based Startup Grind, for his insights on successfully managing a remote workforce. 

Startup Grind is the world’s largest community of startups, founders, innovators, and creators. They bring like-minded and diverse individuals together to connect, learn, teach, help, build, and belong. They do this daily through local events, flagship conferences, startup programs, online events, partnerships, and online media and content ‒ collectively reaching over 2.5 million individuals worldwide.

Guillaume oversees the global community for Startup Grind across more than 600 cities around the world, ensuring those cities are hosting events and doing what they do best. Currently managing a team of 6 full-time staff and 600 volunteers based in global corners from Beijing to the USA. Guillaume has years of experience in leading, and working with, virtual teams around the world. 

Q: You’ve been working remotely for quite some time, what’s your secret?

A: It isn’t really a secret but I would say it’s that I am constantly learning. At Startup Grind, we also use technology to automate a lot of our processes, and we use processes to ensure the work gets done on time. But really I think success will come from these three things: 

1. Hire the right people: I usually hire people from within the global Startup Grind community; but if you don’t have access to a talent pool like I do, I would say it’s important to look for certain attributes in the people you hire for remote work: Are they willing to learn? Are they willing to work together in a team, and across different time-zones? Are they self-motivated or self-disciplined and can manage time effectively? Do they have a positive disposition? Are they able to handle working remotely and the solitude that can come with that? Because remote working is not for everyone. 
2. Onboard them correctly: Give new starters clear tasks, clear training on systems, and have a repository (like Google Sites or Suite) where people can find information quickly. When new people come on board or join our team, we assign them a digital buddy ‒ someone in the same time zone ‒ to help get the new person set up. 
3. Use a project management system that works for your specific team:  Take advice from all sources, but then distil the information and use what is suitable for your own team – don’t feel pressured into doing what others do, but do what is best for your circumstances. Whatever you choose to use, it’s preferable that the entire company is using the same system (from a budget, transparency and simplicity standpoint). 

Q: Do you have an agreement in place ‒ for your team or company ‒ around working together remotely?

A: Yes, we have a company document that is sent as part of our onboarding process which has things like when you’re expected to work or to be online for international team calls, how to get set up for remote work in your home office, how to access data and set up a Google Site, and so on. It could be more detailed but the document actually took us years to put together through our experience and trial and error. That’s one cool thing about DYDX’s remote work ebook is that it has templates and formulas which are a really great start for a team or company just starting out.

Q: What’s your top tip for remote team managers?

A: It’s not about the time behind the keyboard, but rather the output of the job. If a team member wants to watch a movie on Netflix or go for a surf half-way through the day, we don’t discourage them. It doesn’t matter how a team member manages their time, as long as the work is delivered on time and we’re happy with the quality. The second bit of important advice would be: delegate your tasks properly and make sure the correct people are doing the right tasks. 

Q: How do you make sure the correct people are doing the right tasks?

A: Many teams use productivity tools like Monday.com, Trello.com or Airtable.com, and there are so many suitable tools out there. But as amazing as these tools are, you have to spend time updating the data on them. Unless the whole team is consistently doing this, the tool just won’t work for you. That’s why we predominantly only update our tools (and tasks) in meetings. 

Every Monday we have a team call and we spend the first 15 minutes going through the points the team has raised. Each team member puts on the project list what they want to talk about before the weekly stand-up. We then look at the tasks for that week and delegate and update them right there and then on our project management tool (we use Airtable (due to api’s), however notion.so is another good one to look at). Then we look at last week’s tasks: if anything from last week is incomplete, we move it to this week’s task list. 

This way we can see last week and what was achieved, as well as this week’s upcoming tasks. 

And not only do I know what my team is working on, but everyone else in the company knows, too. 

Q: How do you effectively manage your time?

A: I also use WorkFlowy, it’s my favourite tool for keeping my personal to-dos up to date. Regarding emails, I will only mark it as read if I can action it.. This also shapes how other people in my team send me emails ‒ they put the action point right upfront.

Q: Is there anything that your team regularly does together online to make you all feel part of the same team?

A. I think human interaction is so important ‒ especially in remote teams. Because our team is so spread out all over the world with different time-zones, we don’t do a lot together socially in person, but we do make sure we regularly check in with each other in either stand-ups or one-on-one calls so everyone feels connected. We do little exercises like “about me” sessions so that people can learn about their team members in a personal capacity. We meet in person at our annual team retreat and at our major annual conferences.

Q: What’s the best advice you’ve received about leading and managing a remote workforce? 

A: As a leader of a remote team, try to understand the subtext, nuances or undertones of what people on your team are saying. Each individual handles stress differently. What is the root of it? A team member could be asking for a raise but what they’re really trying to tell you is they’re unhappy about a completely different issue. Being on the pulse of your team is so important ‒ if you’re not, your team members may not come to you with small stuff and this can cause issues down the line. The team lead must work really hard to extract this read from their teammates and make time to truly understand what’s going on inside their team. 

—–

As a digital transformation practice dY/dX, helps businesses adapt and grow in rapidly changing environments. Through our experience in Culture and the Future of Work, we have worked with remote, distributed teams across Europe, the Middle East, Africa and India. We fervently believe that we can make the future of work, better than today. 

We have created a 10-minute “Remote Team Maturity” assessment designed to quickly measure remote working capabilities and quantify remote team effectiveness. Also available are our free guides to building team culture, The Culture Canvas and Me.We.Us – Remote Team Management, where we provide overviews on how to promote better behaviours within teams as well as toolkits to support doing so.