Being a developer and small business owner has given me a unique perspective, as I’ve worked remotely and managed remote developers across various projects and teams. This post aims to share my experiences to simplify remote project management for everyone involved. I’ll focus on the “don’ts” as they tend to be universally applicable.

The initial hurdle for managers entering the remote developer world is adjusting their mindset. Accepting the developer’s lack of physical presence requires implementing tracking mechanisms to monitor progress and prevent unnecessary work. This benefits both manager and developer by increasing productivity.

Importantly, these mechanisms should not be used for employee control or micromanagement.

Don’t Believe In Remote Team Myths And Misconceptions

Let’s examine the benefits and drawbacks of remote team management within a single project, starting with communication.

Globalization has introduced new communication challenges for professionals worldwide. Effective communication is crucial for the success of geographically dispersed, multicultural teams within these complex global organizations.

These teams often lack the convenience of working in familiar environments or using their native language, demanding a more thoughtful approach to communication.

While professionals shouldn’t be hindered by communication barriers, they must actively collaborate with international colleagues. A supportive company culture is essential to foster a productive environment for remote, multicultural teams to thrive.

Scott Ritter debunked the top five myths about remote teams in his recent post, which you might find insightful. CEO Taso Du Val also discussed the operation of our network and our efforts to cultivate the ultimate remote team culture.

Don’t Forget To Embrace And Encourage Diversity

Recognizing that multicultural teams offer unique perspectives is crucial for effective communication.

Don’t worry; diversity is advantageous!

The Economist Intelligence Unit’s survey highlights that large organizations value multicultural teams for their innovation and diverse problem-solving approaches. Their varied perspectives lead to a wider range of solutions tailored to specific regions and markets.

While counterintuitive, remote work may increase productivity due to reduced time spent on non-work-related interactions. However, physical separation can cause misunderstandings, tension, and stress. Mitigating these negative effects requires initiatives that foster a positive and collaborative atmosphere.

Engaging activities, regardless of background, can boost morale and cooperation. This can range from work-related competitions and projects to casual, non-work-related discussions.

While seemingly resource-intensive, fostering team unity generally improves the work environment, strengthens personal connections, and boosts productivity.

Don’t Take Recruitment And Training Lightly

Maximizing remote team management involves acknowledging cultural differences and providing appropriate training.

Effective communication in multicultural environments goes beyond language proficiency. Recruitment policies should prioritize individuals, especially those in management roles, who are equipped to work in diverse settings. Prioritizing remote project experience, while beneficial, should not be a prerequisite. Treat remote developer recruitment similarly to on-site recruitment; compatibility remains crucial for effective communication.

Training should aim to enhance existing strengths while addressing identified weaknesses. While not always feasible, effective training is vital.

Remote managers often assume new roles abruptly, requiring them to rapidly adapt to unfamiliar projects. Internal communication may not be a top priority despite leading established teams. While time is valuable, so is teamwork. Managers must prioritize understanding their teams, individual members, and potential challenges.

Bridging the emotional distance between remote managers and their teams is essential. Team members might hesitate to engage with new leaders. Proactive engagement from the manager is vital to encourage open communication within the team.

Don’t Use A Complicated Information System

Implementing a user-friendly information system is crucial. This includes a Source Code Management (SCM) system, a straightforward issue tracker, and potentially a Wiki for documentation, brainstorming, and proposals. These tools simplify development and release management.

Simplicity is key, as this system will be used constantly. An overly complicated system will consume valuable time better spent on implementation or design. It should be easy to understand for new team members and freelancers.

My preferred project management tool is Redmine, an open-source, versatile system. Its high configurability allows for SCM integration, various plugins, and service hooks.

For those who prefer a simpler setup, GitHub is a great alternative. It offers not only a Git CMS but also well-integrated GitHub Issues that work seamlessly with commits, pull requests, and more.

With our information system ready, we can integrate our remote developer into the project.

Don’t Micromanage

Many managers, particularly those with a developer background, struggle to delegate effectively. They focus on providing solutions and implementation details instead of clearly communicating problems and project goals, leaving the developer with only coding tasks.

This approach is inefficient for managers and can demotivate developers. Developers might feel undervalued and limited in their creativity and problem-solving abilities, which are essential aspects of their expertise.

Striking a balance is key.

Don’t Worry About Time Zones, Use Them To Your Advantage

Effective remote developers are typically independent and thrive on autonomy and responsibility. Overlapping work hours, while beneficial, are not essential with a robust information system and clear communication.

Leveraging different time zones can significantly benefit projects. It enables “round the clock” efficiency as developers in different locations contribute to various aspects. Developers ahead of your time zone allow for same-day work review and prompt coordination, while those behind provide the opportunity for thorough preparation.

Remember, an effective manager empowers their team, not the other way around!

Don’t Force Day-To-Day Goals, focus on Mid- Or Long-Term Goals

Day-to-day goals can feel like micromanagement. Instead, focus on the bigger picture and collaboratively establish well-defined priorities with your developer. A developer who understands the project comprehensively is more likely to be a valuable asset.

This enables developers to contribute insights about technologies, implementation details impacting task prioritization, and determining the Minimum Valuable Product (MVP). Clearly defined goals, milestones, and a shared understanding of the project roadmap are crucial.

The Agile methodology has revolutionized project management, enabling responsibility delegation to implementers and encouraging practical decision-making. It involves defining mid-to-long-term goals and tasks with high-level difficulty estimates, then collaboratively refining those estimates during sprint planning meetings.

Building a successful Agile team takes time and relies on continuous learning and collective growth.

Don’t Hide Business Details

While some projects require discretion due to their sensitivity, transparency is generally beneficial. Although NDAs can mitigate information leaks, they are not foolproof.

A well-informed developer is a more effective one, capable of proactively addressing challenges and contributing valuable insights.

Agile development facilitates knowledge sharing by promoting a flat hierarchy, considering all parties (stakeholders, testers, developers, etc.) as equal team members. This encourages transparency, leading to faster problem identification and resolution.

Don’t Ignore Remote Team Members

When managing remote teams, remember that your role is to support them. Be available to provide guidance and assistance when needed. Ignoring a developer’s struggles can lead to wasted time and frustration.

Seeking and offering advice are both valuable practices. A developer’s perspective can offer unexpected solutions and highlight unforeseen problems.

If there are disagreements, maintain open communication. Explain your reasoning while remaining receptive to the developer’s perspective. This fosters trust and strengthens communication.

Quick Remote Team Management Tips

To summarize:

• These principles apply to both remote and on-site developers.
• Micromanaging hinders learning and growth opportunities.
• Openness and trust are the foundation of a successful remote team.
• Estimates are subject to variations; expect both overestimations and underestimations.
• Everyone makes mistakes; fostering a culture of understanding is essential.
• Besides accomplishment, timely payment and bonus policies are key motivators for developers.