1. Manage results and not presence
In an office, being visible can pass for being productive. At home it cannot, which is a good thing. Agree what good work looks like for each role: deliverables, quality, deadlines. Then judge people on those outcomes. Hours matter too, particularly for roles with fixed schedules, but they should not be the only measure.
2. Write down the basics
Remote teams run on written agreements because nobody can overhear them. Put these in a short policy everyone can find:
- Core working hours and time zones.
- How quickly people should respond to messages and for what kinds of requests.
- How leave, sickness and emergencies are reported.
- Which tools are used for what: chat for quick questions, tickets for requests, email for external messages.
- What equipment the company provides and what happens when someone leaves.
3. Keep attendance simple and fair
People who work shifts, or work for clients at fixed times, still need a reliable start and end record. Use one system for everyone, tell people what is recorded, and measure lateness and overtime against each person’s own shift and time zone. Evidence such as a photo and location at clock-in reduces disputes and stops one person clocking in for another.
4. Make work visible without watching people
Visibility comes from structure, not surveillance. Ask for short daily reports, track time against projects, and use tickets for requests so work does not vanish into chat. A manager who can see tasks moving across a board does not need to see faces on a screen.
5. Communicate on purpose
- Hold a short weekly team meeting with a fixed agenda: wins, blockers, priorities.
- Have a one-to-one with each person regularly, even when everything is fine.
- Use announcements for company news so it is not lost in chat.
- Default to writing things down, so people in different time zones can catch up.
6. Onboard remote hires properly
The first week decides whether someone feels part of the company. Give new hires a checklist with an owner and a due date for each step: account set-up, equipment, contract, introductions, first goals. Assign a buddy. Check in daily for the first week.
7. Protect trust while you protect the business
If you monitor, do it openly. Tell people what you track and why, keep it to working time, and limit access to the few who need it. Staff who understand the rules are far more willing to accept them. Where the law requires consent or an impact assessment, do it before you start, not after a complaint.
8. Look after people
Remote workers can drift into working too long, or feel isolated. Watch for signs such as very long days, no leave taken, or someone going quiet. Encourage breaks and time off, and make it easy to ask for help.
A simple weekly rhythm
- Monday: priorities agreed and shared.
- Daily: a short written update from each person.
- Thursday: timesheets and projects checked for budget.
- Friday: a team retrospective and recognition of good work.