Have you ever just stopped to wonder why your business experiences remote team turnover? Do you have issues finding quality team members who understand what it means to be part of a remote team? Have your remote team members ghosted on you and left you hanging with a lot of incomplete projects? Well, I’ve experienced all of these within my remote team and I hope by sharing my experience that it can help you get past this hurdle.
Identifying the causes of remote team turnover
Because I have experienced remote team turnover in so many ways, I decided to research this issue to see how I could combat it. The research started with a deep look into how my remote team functions which lead me to find things that were broken and required fixing. The following are a few of the questions that I use when assessing my remote team:
- What area did the departed team members say were difficult for them?
- How did the communication flow between my business and my team members?
- What areas in my business had unclear objectives?
- Which tasks seemed out of focus or weren’t clear to the team members?
- Were there opportunities for feedback?
After using these questions and others to assess my business, I realized that I needed to make some adjustments to the way my remote team worked. Continue reading to learn what I did to fix remote team turnover issues.
Simple ways that help resolve issues
I had to come to the realization that not everyone who I think is a good fit for my team will fit. So I now start everyone that I bring on my remote team with a 30-60 day probationary period. During the probationary period, I use it to determine if someone is a good fit or not. Everyone starts off at the same rate and once their probationary period is over, then their hourly rate is increased.
Another issue that I had to address is streamlining processes and documenting them. I’ve always believed in documenting processes and so I’ve always had this as part of my team. However, some of my processes may have been confusing or too detailed so I felt that streamlining them was important. This means that I went back through every process to determine where we could smooth it out and make things flow better. Several of my processes that were streamlined helped to increase productivity and shortened the time for completing the process.
I know that I’ve already mentioned documenting processes but I feel that I need to stress the importance of doing this separately. Because I want to easily transition my new team members into how my remote team works, I like to be able to give them documentation regarding how we do things. By providing this to my new team members, it cuts down the amount of time it takes to get some acclimated to our remote team and get them going.
Another key factor is that it’s important to ask for feedback from your remote team on a regular basis. According to TimeDoctor,…
However, if you want to improve as a company, lower your turnover rate, drive higher profits and create an awesome culture that motivates your workers, you need to make it a priority to understand what your workers truly think…Instead of asking for general feedback, you’ll receive more actionable input if you ask specific questions about the company, managerial process and workplace culture. Instead of focusing on previous mistakes, try to steer the conversation towards what can be done better in the future.
When you understand what your team thinks then it can help you improve your business and solidify your remote team’s environment.
When you are working with a remote team, it’s always a good idea to explore unique ways to manage your team. Even if you have team building questions, you can find your answers here on this website. Did you complete the assessment? Click here to go to the homepage to complete the assessment.