How to Manage a High-Performing Remote Marketing Team

Recent times have envisioned a dramatic increase in the amount of remote employees, and for the right reasons. Not only has this style of work become more accessible with technological advances, but employees themselves are increasingly seeking it out.

In a recent survey, over 35% of American employees stated that they would change their position for one that allowed full-time remote work.

When it comes to marketing, remote squads can allow you to take advantage of this employee trend, while at the same time bringing multiple benefits to your business 😛 TAGEND

Tapping into a wider global workforce allowing you to make a team with a well-rounded set of marketing abilities. Reduced overhead costs from no longer needing to maintain a large physical agency. Increased employee comfort by providing them the flexibility that employees are seeking. The potential to increase employee commitment and productivityif you control your squad effectively.

Given these potential benefits from employing a remote marketing crew, questions develop around how to form a high-performing crew and evaded some of the common troubles facing remote crews. Below you’ll find some of the most important steps in setting up and overseeing a remote marketing team that will meet all of your needs, as well as common mistakes to avoid.

It all begins with the right people

Choose the right people for remote marketing team

The first, and arguably more important, step in forming your remote marketing squad is choosing the right people. The job search itself has become increasingly easy with different online services to help you find the privilege talent, but inducing the privilege selection is a strategic process that’s left up to you.

Most people tend to want to hire employees who share a similar background and suffer. This can lead to a lack of diversity in your squad, a real danger for any marketing team that’s trying to attract a wide range of patrons. Therefore it’s important to try to ensure as wide a range of skills and life experiences as is practicable in your team.

Striking the right balance can be difficult, as there are multiple factors to consider. Select employees with praising the competences and backgrounds. This will help avoid any basic conflicts and instead allow your team to play off each others’ strengths and experiences.

Mistake to avoid: Hiring team members who all have a similar background and profile. This can lead to groupthink and reduce innovation.

Invest in getting to know each other

Invest in getting to know each other for remote marketing team

Once you’ve chosen your crew, you’ll likely be ready to role up your sleeves and to be working. After all, why else would you hire a squad of marketing experts?

There’s an important step in the team creation process that you shouldn’t ignore, nonetheless. The highest performing squads are ones where colleagues know each other beyond their basic professional roles and feel comfortable working together.

Building a certain level of trust can be a challenge with remote squads having regard to the scattered nature of the workplace( you won’t be able to gather around the proverbial water cooler for small talk, for example ). That’s why it’s important to create structures and the measures around team structure. This is likely to be 😛 TAGEND

Setting aside hour during the course of its onboarding process for colleagues to share something about their own lives stories, and what delivers them to this type of work. Adding an element to team meetings of team members sharing something exciting from their personal lives. Creating periodic team-building type occurrences where colleagues can share something they’re passionate about outside of the workplace.

Whichever approach you take, be careful to allow team members to engage at a tier the latter are comfy with. Not everyone will be as open to sharing as others initially, so don’t try to force it.

Mistake to avoid: Jumping into work without investing in inter-personal relationships. This can reduce collaboration due to a lack of trust.

Concur on the ground rules

Setting clear beliefs and guidelines around how your marketing crew will collaborate and communicate is the next crucial step in this process. Just because it’s a flexible work environment doesn’t mean that it’s a free for all, and there are certain dos and don’ts of remote task that you should consider when laying the ground rules.

Take the time to engage with your team members on some reflection questions about the kinds of working conditions you are aspiring to 😛 TAGEND

When should everyone be available online for real-time collaboration? What is the expected time frame for returning emails? What is the policy for working on weekends and holidays?

These are just a few of the questions that will help you create a supportive and constructive working conditions. Allowing your team to co-create these rules will ensure that they have ownership over them, and therefore are more likely to follow them.

Mistake to avoid: Allowing team members to have complete freedom to set their own planneds and communication styles. This can lead to frequent misunderstandings and miscommunication.

Render the tools to collaborate

Once you’ve agreed upon your working style and planned, it’s important to make sure your team has appropriate tools they’ll need to effectively work together. It’s worth considering investing in some of the professional collaboration tools on the market, and not only rely on freeware.

In order to keep your remote marketing team on task and productive, you may want to consider some of the following types of tools 😛 TAGEND

A procure squad communication platform can help facilitate your team’s collaboration by providing them a virtual workplace where they can securely be taken together. A task accountability tool can help your team keep track of their marketing projects and workflows, and realise what others are working on. A content docket can map out what content your team should write, where and when.

There is an ever-growing number of options for collaboration and communication tools out there. When building your selection it’s important to get your team’s input on the decision as well. This space you’ll ensure you’re choosing the tools that are most likely to accelerate your team’s collaboration.

Mistake to avoid: Relying on a wide mix of different tools. This can leave your team vulnerable to security dangers and create a confusing communication environment.

Train and monitor

Train and monitor for remote marketing team

Regardless of how highly-skilled and suffered your employees are, there’s ever room for improvement. This is especially true in the marketing field where new technologies and ways to reach potential clients are invariably appearing. Developing a structured professional development approach is therefore crucial to high performance.

It’s important to set aside the time to keep your team up to date on the most recent developments trends. Ongoing training also has the added benefit of allowing your squad members to spend time together getting to know each other.

Continuous training is one aspect of your marketing team’s professional developing, but it’s also important to create a clear performance management system. Set specific professional growth and concert targets for your team members depending on their part. For best impact, make this a two-way discussion so that your crew members feel ownership over their own performance.

Mistake to avoid: Neglecting to create a clear professional growth plan for employees. This can lead to lower motivating and failure to keep up with new marketing trends.

Take time to reflect and praise

Take time to reflect and praise for remote marketing team

Praise and positive feedback are crucial to a healthy team environment. When working with a remote marketing squad it’s important to make this a part of a laid procedure, given the scattered nature of the team. It’s easy to fall into the trap of assuming that employees know they’re doing a good job.

Setting aside time to recognize success not only stimulates employees feel appreciated but also highlights examples of excellent work that others can follow. Take the time to point out, for example, the most effective marketing post of the week, the strategy that led to the most new patrons, or any other metric you deem important.

These reflection processes can also help to keep your marketing team together and feeling acknowledged. When it comes to retention, employees who feel that they are recognized for their good work are 5 times more likely to stay at the company.

Mistake to avoid: Usurping employees know they are doing a good job and failing to celebrate and highlight success. This can leave employees find out where they stand and lead to demotivation.

In judgment

Tapping into the remote working tendency can help you create a marketing team that is flexible, innovative, and more importantly, high performing. In order to accomplish this, however, it’s important to take steps to provide the right environment for your team to thrive.

With a well thought out management approach, a remote marketing crew can be simply the thing to kick start your business’ growth!

Guest author: Nikola Baldikov is a Digital Marketing Manager at Brosix, an Instant messaging software for business communication.

The post How to Manage a High-Performing Remote Marketing Team appeared first on Jeffbullas’s Blog.

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