Hiring qualified developers is only part of the equation for building a successful remote team. Managing them effectively is just as crucial.
Remote managers play a key role in promoting productivity, collaboration, and team cohesion—ensuring that employees remain engaged and projects stay on track. But what makes a great remote manager?
In this guide, we’ll explore the essential traits of skilled remote leaders, the challenges they face, and what remote teams need to perform at their best.
Effective managers serve as facilitators for their team’s success. They embody the company culture, clarify how their team contributes to business outcomes, integrate different departments, and balance stakeholder demands without disrupting the team’s processes.
In fact, a recent survey found that employees prefer managers who are "operationally vigilant" but avoid micromanaging or being intrusive.
It’s about striking the right balance—maintaining trust without overstepping individual work styles, effortlessly integrating into the team’s workflow, and ensuring that distance doesn’t become a barrier.
Take a closer look at what sets great managers apart when leading a remote team.
Great remote managers are closely attuned to their team's needs and can adapt accordingly—not just in terms of behavior or communication but by making meaningful adjustments to meet specific requirements.
Effectively conveying a message asynchronously is no easy feat.
Skilled remote managers can clearly communicate in various situations—whether providing performance feedback, walking through a process, or giving detailed instructions.
Remote managers must keep track of their team's deliverables and ensure everything stays on course.
They need easy access to essential details, such as deadlines, project owners, and ongoing adjustments.
To do this efficiently, they rely on task management tools—not only to stay on top of their own work but also to quickly respond to inquiries from upper management when needed.
They must be responsive to their team's requests promptly, even in an asynchronous work environment.
This doesn’t mean being online 24/7 or failing to disconnect from work, but rather being mindful and quick to assist when necessary.
Successful remote managers can adjust to each team member’s communication style, support employees through personal challenges, and find innovative solutions to help their team overcome obstacles.
They build strong relationships with every team member and foster a culture where others do the same.
Great remote managers embody and uphold the company culture.
By leading by example, they inspire their team, reinforcing the values that drive effective collaboration and teamwork.
A strong sense of trust allows team members to rely on each other for clarifications, technical assistance, process explanations, and even discussions about company culture or other important topics.
When trust is present, colleagues feel comfortable suggesting improvements, which fosters productivity, ownership, and a sense of belonging within the group.
When working with a high-performing development team, managers understand that their team members know what they’re doing.
Micromanaging experienced professionals is counterproductive since they already possess the skills to solve problems or know exactly who to reach out to for guidance.
Encouraging autonomy is also vital for junior and mid-level developers, as it nurtures their creativity and problem-solving abilities.
That said, managers should still ensure that newcomers have mentors and receive support when needed. When employees are given the space to operate independently, the entire team benefits from fresh ideas and innovative solutions.
Team members should be willing to step up when needed to assist their peers, including taking on mentorship roles when the situation calls for it.
Clearly defined frameworks ensure that teams understand their deadlines and deliverables. Beyond just setting expectations, managers should provide structured documentation that outlines processes, workflows, and performance standards.
This helps employees stay aligned and reduces confusion about objectives.
At the end of each sprint, all moving parts need to come together.
It’s the manager’s responsibility to connect everything while minimizing technical debt and potential roadblocks that could hinder progress.
Managing a productive team remotely requires the ability to address and overcome obstacles.
Here are some of the concerns that are part of leading a distributed team.
Managers must establish a reliable system for monitoring their team’s progress through digital tools.
Having a structured approach ensures the team meets its goals without risking the company’s reputation or success.
It can be tempting to closely monitor every aspect of an employee’s work, but this can lead to excessive interference in their process.
Micromanagement strips employees of their autonomy, stifles creativity, and prevents them from developing independent problem-solving skills—often resulting in less effective solutions than they might have devised on their own.
When remote managers build genuine connections with their employees, they gain insight into each individual’s unique strengths.
This knowledge is crucial for identifying the best person to mentor a new hire, selecting a team member to lead a company-wide presentation, or assigning code reviews to someone with a keen eye for detail.
Comprehensive is key to maintaining productivity, ensuring that employees spend their time solving problems instead of searching for information.
Invest in a well-organized team guide that includes essential work routines, core processes, key stakeholders, daily rituals, networking tips, and anything else that could help employees integrate smoothly into the team.
Maintaining a strong company culture in a remote setting is challenging due to varying time zones, work schedules, and backgrounds.
That’s why it’s crucial to prioritize cultural alignment during the hiring process. Strong company values should be carefully evaluated during interviews to ensure candidates resonate with them both personally and professionally.
Strong remote leadership is critical to a company’s success. As an employer, mastering remote management not only helps your team stay productive but also strengthens your company’s culture and efficiency.
By cultivating trust, leveraging the right tools, and empowering your developers, you’ll create a work environment where both the business and its employees can thrive.
The right approach to remote management can be the difference between an efficient, motivated team and one that struggles with communication and productivity. Invest in your leadership skills, and review your processes and habits consistently.
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