3. Embrace your team’s cultural diversity.

Relate to team members’ cultural differences in the way you work. This includes supporting personal time for different religious and secular holidays, scheduling team calls at different times to accommodate multiple time zones, and incorporating regional feedback into IT to build better operational processes and products for different regions.

4. Pair team members from different time zones.

If you have project meetings held mostly during U.S. business hours, encourage team members in different time zones to buddy up. They should have hand-off meetings and ensure that they stay connected without having to work every night. If needed, managers should be able to propose alternate meeting times that are more conducive to their remote team members. Bev’s team uses Yammer to have conversations across time zones, which allows members to contribute and build on conversations in progress, and recognize great individual work.

5. Provide the appropriate infrastructure.

Ease people’s transition to working remotely. What kind of support do you offer to new team members who are just leaving the traditional office-based work environment? They might initially feel more isolated working from home instead of at the office, so consider creating a mentorship program that pairs up new team members with an experienced remote worker. See more details here.

6. Promote life balance.

Give people flexibility in their work hours and allow them to manage it themselves. For global remote teams, focus on managing the outcomes and letting people work when they need to work to get the job done.

“Face to face doesn't necessarily equal quality management. You need skilled managers regardless, and they must be comfortable having the hard conversations.”

“I can hire the best talent wherever they are, and rarely make them move. We look for the best talent where we need it, and hire for that.”

Bev Hess / Microsoft
Microsoft IT Institute Course: SharePoint

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