Managing an office-based marketing team isn’t easy; it necessitates a high level of cooperation among team members. Furthermore, if you are in charge of a remote team, it may feel as if you are walking down a dark road.

Managers face a variety of problems, including different time zones and working cultures, unpredictable internet connections, and communication issues.

We’ve put together eight recommendations to help you operate a successful remote marketing team in this article.

• Culture: The corporate culture should be understood and embodied by all employees.
• Tools: You must give the appropriate tools and guarantee that everyone utilises them.
• Boundaries: Work hours might be flexible, but deadlines must be met.
• Goals: Set smart objectives that can be readily monitored and evaluated.
• Communication: Make regular catch-ups between managers and coworkers a priority.
• Collaboration: Encourage your staff to collaborate and share responsibilities.
• Accountability: Every team member must take responsibility for their work.
• Connection: To help your team bond, get together in person at least once a year.

Apart from the above recommendations, there are a lot of other ways that you can use to manage a remote team of digital marketing. 

Managing a marketing staff is a difficult task. It’s often your role as a manager to make sure your team is working effectively and providing high-quality material on time. Because of the fast-paced atmosphere, being in an office and being able to interact in real-time might be beneficial.

• Make Time for Checking In

Knowing what everyone is doing is one of the benefits of working in an office with others. You may look at computer displays, speak about what’s going on at the water cooler, and get regular updates on what everyone is working on. Working from home does not provide you with this luxury. When managing your staff remotely, be sure to check in frequently. You may do so via video calls, emails, or instant messaging. Don’t lose connection with your team, no matter what you do.

• Make Schedules Visible to All Team Members

Keep track of who is working on what day and when at all times. Keeping track of what tasks your team is presently working on, whether using software or a shared spreadsheet, can help you make choices regarding deadlines and assignments as you move forward. Making the schedule available to everyone on your team will also help to ensure that everyone is on the same page.

• Consistency in Schedules

Making ensuring that everyone has a regular schedule is the best method to manage a remote team. This does not just imply that you log in and off at the same time each day. It implies you’re setting out time for certain tasks like answering emails, attending meetings, or even eating lunch. This lets your coworkers know when you’re free and ready to work together.

• Run Effective Meetings

Your one-on-one and team meetings are your best chance to align strategy and priorities while talking and establishing trust with your team so you can learn more about how each person is feeling. This doesn’t imply you should just communicate through meetings; rather, you should schedule regular meetings with everyone on your team.

• Set Light Targets

Nobody likes to be micromanaged, but it’s tough to keep track of progress when your whole staff is absent. Setting attainable goals for the day, week, or month is a fantastic strategy to overcome this. If done properly, this should inspire your staff to work hard and achieve those objectives.

• Over Communicate

Expectations, timeframes, and context are all over-communicated. Because your staff won’t be able to read your body language as effectively from a distance, it’s even more important to spell clear exactly what you want, why you want it, and when you want it by. Make sure you’re clear on topics like how often you want updates and how you want them delivered. Assist them in achieving their goals.

• Time Tracking Tools

A time-tracking application is the ideal approach to manage a remote marketing team. Time monitoring software increases the efficiency of distant marketing teams by more than 20%. They also make it easy for you to keep track of what your coworkers are up to. A decent time-tracking programme also aids in the monitoring and evaluation of your team’s work. You may simply produce correct billing information for each team member using a payroll module, allowing you to pay for the exact hours each team member worked.

Because your staff is separated from you and each other by thousands of miles, you need to discover a better way to keep track of everything and everyone. This is where continual tracking and monitoring come into play. These are standard procedures that enable leaders and managers like you to ensure that each team member and the job are on track. Furthermore, the output of these processes provides you with the critical information you need to enhance and raise productivity throughout your remote staff. Here’s a suggestion:

Conduct a quarterly assessment. Host quarterly meetings with the purpose of putting the remote team’s and each individual remote team member’s greatest priority goals forward. Use these reviews to evaluate and reflect on what’s working and what may be better.

• Interval Checkpoints

Establish checkpoints for your team to submit work at regular intervals. Checkpoints enable you to sit down and comb through in-progress deliverables and status updates to ensure that everyone is working effectively and projects are on track. This also allows you to provide feedback before things get out of hand.

• Trust Your Team

The most critical aspect of managing a remote workforce is trust. You recruited and/or continue to employ these folks for a purpose, so trust your instincts. Trust that they’re thinking about the company’s future growth and that they’re handling demands as best they can throughout the epidemic. If you can’t trust them, they’re not the perfect fit for your team at work or at home.

• Lead From the Front Lines

This strategy entails doing the same job that you expect of your employees. You write articles if they write articles. You do consumer research if they conduct it. When you complete this task, you demonstrate to your remote team that not only is the work valuable, but that it is also valued, which increases engagement and productivity significantly. Work in four-week cycles, which is unrelated yet suggested. You can keep the firm going in the correct direction by creating clear monthly objectives and making these items must-dos.

• Celebrate wins!

Last but not least, celebrating accomplishment is an important aspect of successfully managing a remote workforce. Because you and your team aren’t in the same room, choices like team lunch, office games, and a team excursion aren’t a possibility. To foster ties and celebrate accomplishment, you’ll need a virtual equivalent.

Conclusion

It may be difficult and rewarding to build and manage remote developers or engineers. The remote model is an exciting approach to bring exceptional individuals from all over the world together while allowing them to benefit from working from home. Follow our approach to establish the profile of your remote staff, employ them on specialist platforms, set up a successful virtual office, manage your team with digital tools, track outcomes and satisfaction, adapt your model as required, and celebrate successes for the best results. If you follow these steps, your shift to a remote team will be a big success.