How do you manage a remote team of developers ?
Highly trained employees are more effective when it is clear how their work contributes to a common goal. When employees have more control over the way they perform their work, this leads to greater motivation and higher productivity. Researchers think this is because employees who are allowed to organize their own work have a greater sense of responsibility for the quality of their activities. Our long experience with working with technical specialists shows that they especially want to be appreciated for the solutions they have devised and implemented. The work must therefore be organized in such a way that technicians are given sufficient responsibility and autonomy to do their work. To make this possible, it is important to share the same goals and values with each other.
In traditional organizations, employees are judged for sitting at a desk for 8 hours.
Working remotely means letting go of control and not judging people on input, but on output.
Judging on output is a lot more difficult, so managers have to make a switch in this. This involves the need for trust from the manager to the employee. Remote micromanaging removes all the benefits and causes inefficiencies. So short (!) daily standups help to motivate the team and support their needs and weekly updates are necessary to manage on output.
At Team4Code we believe in the importance of good involvement between the client and the developers. They should form a team that wants to achieve common goals together. The role of Team4Code is to optimally facilitate these teams.