Leading at Remote entails a very close alignment to our values, Remote Handbook and becoming an expert and advocate of asynchronous working. You will be the number one example to your team, if you don't work within the boundaries of our values and don't work asynchronously, it will be hard for your team to do so.
It all starts with Hiring
- You might've seen this already, but make sure you refer to it often, seeing that our hiring process is always evolving and we are continuously leaning into a more and more inclusive process.
- As we continue to scale, we'll also need to ensure we don't over hire, therefore before opening a role, establish if the role is not perhaps a bunch of stretch goals for your overall team and whether you have some optimisation/ automation to work on first.
Onboarding and your role in it
- Although the People team is highly focused on designing the most incredible employee experience for new hires, once it comes to team specific tasks, this is something you will need to develop/ create and continue to iterate on over time.
- Onboarding is also the most important step to ensure all new hires are set up for success and if it is a bad experience, this will always remain as a negative impact throughout their time at Remote. Don't wait to start getting involved with this, start with a simple/ basic template and then work in collaboration with your team and the people onboarding team, to continue improving it.
- Read more about onboarding for your team in our internal onboarding hub.
- Review Team Updates daily, this is crucial to remain fully aligned with what other teams are doing and potentially things that impact your team.
- It’s good to check in with your team, but daily meetings can be draining. Weekly team update calls, are encouraged, if you want to do them more regularly, consider twice a week or very short 15-min check-ins. The reason weekly works best, is that it organically improves asynchronous communication from you and from the team. It also improves writing styles and documentation and not just default to a sync update each time.
Leading with Values
- The moment anyone joins Remote, we expect them to be ambassadors of our Values, more so when a People Leader joins Remote. We use values in everything we do, including feedback, how we communicate internally and all our day to day work.
- Use Values in your communication every single day, use it in slack, in a zoom call, when providing feedback and when you document things.
- If a People Leader is misaligned to our core company Values, this will inevitably lead to their teams not taking our values as seriously as they should. We are currently building values into our Engagement surveys, interviews, etc.
1:1's weekly with everyone in your team