<\/p>\n
What\u2019s less talked about, however, is <\/span>how<\/i><\/b> to actually manage these types of teams effectively… and I\u2019ve seen this scare many sales leaders away from considering a remote team in the first place.<\/span><\/p>\n <\/p>\n So I did a little \u201csurvey\u201d on LinkedIn a little while ago to see what my network thought about remote sales teams and hiring remote salespeople.<\/span><\/p>\n <\/p>\n The <\/span>response was overwhelming<\/span><\/a>. But among the 115 comments, my friend\u00a0<\/span>Rex Biberston<\/span><\/a> made an A+ diagnosis on what is really going on when remote work doesn’t work out:<\/span><\/p>\n <\/p>\n So many good nuggets of insight in there!<\/span><\/i><\/p>\n <\/p>\n For the better part of the last 12 years, I\u2019ve had tremendous success working remotely and know what it can do for businesses that embrace it fully. But the truth is, it does require a little different of an approach.<\/span><\/p>\n <\/p>\n At the end of the day, it\u2019s up to leadership to drive the result they want to see. But it is possible to create a productive and collaborative culture remotely \u2013 you just have to know how.<\/span><\/p>\n <\/p>\n And you should, because remote really is the<\/span> future of work<\/span><\/a>!<\/span><\/p>\n <\/p>\n I\u2019ve found the concepts below to be the key ingredients for the recipe of success when it comes to managing a remote sales team effectively.<\/span><\/p>\n <\/p>\n <\/p>\n Just like in any relationship, it’s much easier to start with someone who just “gets it” than one who will need a lot of coaching to be the person you want to be.<\/span><\/p>\n <\/p>\n This is the mindset you need to adopt when you’re hiring any salesperson\/leader. But especially for a remote role, because it does require a lot more of a “self-starter” mentality.<\/span><\/p>\n <\/p>\n Ideally, that person would have a track record of success while working remotely already. This is a good indicator they have what it takes.<\/span><\/p>\n <\/p>\n But beyond that, you\u2019ll want to look for these things as well.<\/span><\/p>\n <\/p>\n <\/p>\n Working remotely often breaks down due to a failure to communicate effectively. <\/span><\/p>\n <\/p>\n So it\u2019s critical to look at how they communicate with you during interviews as a test for what it would look like to have them on your team. <\/span><\/p>\n <\/p>\n Communication is a 2-way street… make sure they’re great communicators!<\/span><\/i><\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n These are the kinds of communication traits you should be looking for in someone who will be an effective remote teammate.<\/span><\/p>\n <\/p>\n <\/p>\n I think most sales leaders are afraid to \u201cgo remote\u201d because they\u2019re afraid they won\u2019t have oversight over their people.<\/span><\/p>\n <\/p>\n However, my experience has shown that if they\u2019re truly working in a place where they believe in what they\u2019re doing, this won\u2019t be so much of an issue (as long as you continue to keep them engaged on this level that is).<\/span><\/p>\n <\/p>\n As Simon Sinek is quoted as saying…<\/span><\/p>\n <\/p>\n <\/p>\n <\/p>\n \u201cPeople don\u2019t buy what you do, they buy why you do it.\u201d<\/i><\/b><\/p>\n<\/blockquote>\n \u2013 Simon Sinek<\/span><\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n This is especially true for people who are on your team too. High engagement at work can <\/span>increase productivity by up to 21%<\/span><\/a>!<\/span><\/p>\n <\/p>\n And that\u2019s where most hiring efforts (and not even remote hiring efforts) go wrong. <\/span><\/p>\n <\/p>\n Because a new team member doesn\u2019t really engage with the mission they are apart of, their motivation to achieve their goals goes down.<\/span><\/p>\n <\/p>\n And the distance only makes things worse when you\u2019re in a remote working relationship. So it\u2019s important to make sure you\u2019re on the same page with this before you bring them onboard.<\/span><\/p>\n <\/p>\n <\/p>\n Again, it\u2019s important that your remote team members are tenacious enough to tackle their challenges on their own first.<\/span><\/p>\n <\/p>\n They need to be go-getters who don\u2019t need a push \u2013 something an aligned \u201cwhy\u201d should help with, but may not cover completely.<\/span><\/p>\n <\/p>\n So you\u2019ll want to ask them about how that why has driven them to create results and about times they took the initiative to create results when no one was looking over their shoulder. <\/span><\/p>\n <\/p>\n They should be able to give you specific examples and the results that followed. If not, this is a red flag.<\/span><\/p>\n <\/p>\n <\/p>\n It\u2019s a lot easier to hide things when there is physical distance. So you\u2019ll want to pay attention to how they answer questions about their failures specifically. <\/span><\/p>\n <\/p>\n Are they open and honest? Did they learn from them and bounce back? <\/span><\/p>\n <\/p>\n Or are they cryptic in their answers? <\/span><\/p>\n <\/p>\n Remember, it\u2019s also important for you to create that environment of psychological safety. But if they don\u2019t already display the ability to do that themselves in an interview, it\u2019s not a good sign.<\/span><\/p>\n <\/p>\n <\/p>\n <\/p>\n Finding a person who \u201cgets it\u201d and is tethered to the mission is the foundation. But you still have to work hard to set the stage and keep them engaged for a successful remote culture. <\/span><\/p>\n <\/p>\n Any remote employee needs guidelines they can embrace and follow just like anyone else you\u2019d want to hire. Plan to establish and reestablish mutual expectations early and often.<\/span><\/p>\n <\/p>\n Early being during the interview process. Often being at regularly scheduled intervals once they\u2019ve joined the team.<\/span><\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n If you have a mixed bag of an in-house and remote team setup, it\u2019s essential to keep your expectations for both teams the same. Every single person should understand that there\u2019s no inequity between them and it’s important to make sure that there truly isn’t.<\/span><\/p>\n <\/p>\n <\/p>\n <\/p>\n There are so many tools available today<\/a> to keep teams connected. Too many to list actually.<\/span><\/p>\n <\/p>\n And the truth is, I can\u2019t really recommend a tool for you specifically because <\/span>every sales team and sales process is different<\/span><\/a>. <\/span><\/p>\n <\/p>\n So rather than using what everyone else is, think about your process and get the tech that enables it to work smoother and better.<\/span><\/p>\n <\/p>\n There are no perfect solutions for every sales team\u2026 do what works best for you!<\/span><\/i><\/p>\n <\/p>\n What are the gaps you\u2019re facing? What is your team struggling with and where are they getting lost? <\/span><\/p>\n <\/p>\n Answering these questions will help you formulate a sense for what kind of tech will best solve that problem.<\/span><\/p>\n <\/p>\n <\/p>\n Don\u2019t bog your team down \u2013 keep communication useful and productive at all times (more on how to do that in a second). <\/span><\/p>\n <\/p>\n I see too many teams caught up in useless communication that distracts them rather than helps them progress towards their goals.<\/span><\/p>\n <\/p>\n Remember \u2013 remote workers are heavily\u00a0focused on results. Constant pings or requests from different communication sources prevents them from getting their work done.<\/span><\/p>\n <\/p>\n <\/p>\n <\/p>\n Remote salespeople can quickly become disheartened if they feel out of touch with their team or their manager. This happens most often because of a lack of responsiveness.<\/span><\/p>\n <\/p>\n Put yourself in their shoes\u2026 how would you feel if it took 24hrs to answer a question every time?<\/span><\/p>\n <\/p>\n Don\u2019t leave your team thinking this\u2026.<\/span><\/i><\/p>\n <\/p>\n Even if you don\u2019t have an answer right away, acknowledging that you\u2019ve received their question and will reply shortly does wonder for making them feel engaged and heard.<\/span><\/p>\n <\/p>\n I personally do this by proactively letting people know if I’m going to be tied up and it will take me longer to respond and if I’ve seen something but thinking on it. <\/span><\/p>\n <\/p>\n In essence, I approach each thing like a mini project and set expectations. <\/span><\/p>\n <\/p>\n <\/p>\n <\/p>\n I\u2019m all for scheduled meetings, but I also embrace the impromptu call from time to time as well. It can be a great way to keep your team engaged and cared for if you do it well.<\/span><\/p>\n <\/p>\n However, there is a bit of an art to the unscheduled check-in\u2026 after all, there\u2019s a fine line between going impromptu and micromanaging.<\/span><\/p>\n <\/p>\n So you\u2019ll want to pay special attention to why you\u2019re calling and what kinds of questions you\u2019re asking when you do.<\/span><\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n There\u2019s nothing more powerful than a leader you trust calling you up and asking you if they can make your life easier or seeing how you\u2019re feeling about a challenge.<\/span><\/p>\n <\/p>\n By doing so, you <\/span>create a safe space for them to be vulnerable<\/span><\/a> and ask questions.<\/span><\/p>\n <\/p>\n However, by asking them questions about things like deadlines, pipelines, deals closing, etc., it\u2019s going to make them feel like you don\u2019t care about them \u2013 just the results. Which is ok, but you should be able to get that information from a CRM or with the right reporting systems. <\/span><\/p>\n <\/p>\n Make sure they know you care about them and what they\u2019re struggling with first and foremost. This will keep them connected even though there\u2019s a lot of distance between you.<\/span><\/p>\n <\/p>\n <\/p>\n One hard thing about working remotely is the lack of contact with other people in general. And in that sense, sometimes a little personality can go a long way too.<\/span><\/p>\n <\/p>\n Send a funny meme, or joke about carbonara (true story, we had a discussion about this internally here at ATP over Hangouts one day).<\/span><\/p>\n <\/p>\n Little things like these can go a long way to build a relationship with your teammates over distance.<\/span><\/p>\n <\/p>\n <\/p>\n It\u2019s one thing to ask great questions. But you need to <\/span>actively listen<\/span><\/a> to the answers too. <\/span><\/p>\n <\/p>\n After you\u2019ve heard them, ask them what THEY need and create an action plan that removes barriers while providing effective support. Listen to the space in between and make moves to get them what they need.<\/span><\/p>\n <\/p>\n This way, you\u2019ll be hands-on enough that all of your employees will feel truly connected without feeling micromanaged. #winwin<\/span><\/p>\n <\/p>\n <\/p>\n <\/p>\n One of the downfalls of working remotely is feeling isolated or the \u201cred-headed stepchild\u201d syndrome. I would be lying if I said I haven\u2019t felt that way a time or two myself over the years. <\/span><\/p>\n <\/p>\n Scheduling set-in-stone meetings where both of you can connect in person is a great way to avoid this dilemma. <\/span><\/p>\n <\/p>\n (Side note: It\u2019s also why partially remote or a work-from-home policy can be a better solution for many teams)<\/span><\/i><\/p>\n <\/p>\n Whether you need to meet once per week, every other week, or once per month in person, both parties should have a clear understanding of when you\u2019ll have each other\u2019s undivided attention outside of the team huddle. <\/span><\/p>\n <\/p>\n Your time together should be less about your needs and wants as a leader and more about your employee\u2019s needs, obstacles, wins, ideas, etc. This is about you enabling them, not a checkup to hold them accountable.<\/span><\/p>\n <\/p>\n <\/p>\n Even when I was working remotely, I\u2019d often have to plan around my days in the office because I knew that I\u2019d be less productive on those days.<\/span><\/p>\n <\/p>\n So the more you can do to make sure face time with your employee is the productive, the better. Otherwise, what\u2019s the point? <\/span><\/p>\n <\/p>\n My recommendations for face time:<\/span><\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n <\/p>\n Managing a remote team can be stressful if you\u2019ve never done it before. However, the future of work is through distributed teams and there is no time like the present to learn.<\/span><\/p>\n <\/p>\n It\u2019s estimated that by 2025 the workforce will be 75% millennials. And since <\/span>45% of millennials would gladly leave their current job<\/span><\/a> for one that\u2019s remote, I can almost guarantee you that your business\u2019 future will rely on remote workers.<\/span><\/p>\n <\/p>\n![\"manage](\"https:\/\/avenuetalentpartners.com\/wp-content\/uploads\/2017\/08\/Screen-Shot-2018-11-06-at-11.42.24-AM-1.png\")
<\/p>\nEverything starts with the right hire.<\/b><\/h2>\n
How are their communication skills?<\/b><\/h3>\n
![\"how](\"https:\/\/avenuetalentpartners.com\/wp-content\/uploads\/2017\/08\/communication-sponge-bob-meme.jpg\")
<\/p>\nAsk yourself:<\/b><\/h4>\n
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Do they believe in your mission?<\/b><\/h3>\n
![\"simon](\"https:\/\/avenuetalentpartners.com\/wp-content\/uploads\/2017\/08\/Simon-sinek.jpg\")
<\/span><\/i><\/p>\n\n
Do they have an innate sense of initiative?<\/b><\/h3>\n
Are they transparent and vulnerable? <\/b><\/h3>\n
Set expectations early and often.<\/b><\/h2>\n
Expectations you should set:<\/b><\/h3>\n
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Setting expectations with mixed teams.<\/b><\/h3>\n
Tech stacks for remote sales teams.<\/b><\/h2>\n
![\"how](\"https:\/\/avenuetalentpartners.com\/wp-content\/uploads\/2017\/08\/do-your-own-thing.png\")
<\/p>\nWhatever you do…<\/b><\/h3>\n
Be responsive.<\/b><\/h2>\n
![\"manage](\"https:\/\/avenuetalentpartners.com\/wp-content\/uploads\/2017\/08\/yeaahhhhhh-if-you-could-go-ahead-and-respond-thatd-be-great.jpg\")
<\/p>\nHow to \u201ccheck in\u201d on a remote team member.<\/b><\/h2>\n
Good questions to ask:<\/b><\/h3>\n
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Bad questions to ask:<\/b><\/h3>\n
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Be personal.<\/b><\/h3>\n
Listen.<\/b><\/h3>\n
Get some face time (from time to time).<\/b><\/h2>\n
How to get the most out of your time together.<\/b><\/h3>\n
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Final thoughts.<\/b><\/h2>\n