6 Potential tips for managing engineering teams that work remotely

A software developer is one of the top 5 remote-oriented jobs worldwide. Ninety-two percent of people expect to work from home at least one day per week after the pandemic, and 80 percent expect to work at least three days per week. It is inevitable; therefore, software engineers should be able to work remotely. 75% of engineers want to work remotely to avoid a grueling commute and improve their work-life balance.

If companies fail to provide effective remote working environments, their developers will find another employer who meets their remote working needs. The article will provide you with 11 tips to manage remote software engineering teams, which you can use to hire remote engineers, team communication, and team output.

#1 Manage expectations in virtual team meetings

Remote meetings can be challenging to run and moderate! Your team may encounter awkward silences, miscommunications, and interruptions during the meeting. When people are sharing their screens during team meetings via Zoom or Google Hangouts, it isn’t easy to pick up on visual cues.

Virtual team meetings face the following challenges:

-Remote team members are more reluctant to speak up or participate in meetings because they expect others to speak for them (this is not unique to remote teams, but the absence of visual cues affects participation).

-If many people are on mute, they are scrambling to locate the unmute button before saying anything, whether in disagreement or agreement. Even though it doesn’t seem like much, it might be the difference between someone participating or not.

-Participants are distracted by what’s happening around them or something on their screens: they may be browsing the internet or having a virtual conversation while the meeting is on. Unfortunately, it does happen sometimes.

#2 Remote teams need to overcommunicate

How can you manage remote software development teams by over-communicating? Team members may feel insecure if you communicate only minimally, causing them to feel insecure. Since you have less informal rapport when managing a remote team, communication is essential.

Follow-up emails can also be sent after VoIP phone calls. It helps ensure that all points are discussed and that no questions remain unanswered.

#3 Make use of technology

Most organizations have been forced to embark on a path of digital transformation that takes months or even years to implement. Many tools can help you tackle tips 1 and 2 – such as Zoom, Google Hangouts, and microsoft teams consulting services – that most of you already use regularly. Although initially uncomfortable, I find it a great way to support engagement strategies. It also just makes me more productive!

#4 Clearly define onboarding and product vision

Remote teams must have an easy onboarding process and a product vision. Communicating what the team will be working on, how they will work together, and their managers can reduce confusion among teammates.

Providing clear expectations of responsibilities and company goals early in the process (even during employee training) can help your new hires start with less stress.

#5 Focus on outcomes instead of activities

Increasing employee engagement and empowerment is a widely recognized best practice. Creativity and ownership are enhanced by clearly defining the goals and desired results and then allowing employees (who have the necessary training and resources) to tailor an implementation plan. In addition, it is more challenging to micromanage people in a remote environment. That’s great.

#6 Eliminate obstacles

While we will discuss flexibility and empathy below, we should also mention some of the challenges remote employees face: physical and emotional isolation, distractions at home pulling them in several directions, home-schooled children, doorbell from Amazon ringing every hour, etc. Also, the organization may face new challenges that place undue pressure on teams. Adapt. New Silos. Fear. Complexity. Leadership entails several responsibilities, one of which is protecting the team so they can focus on their primary duties. Remove any obstacles that may arise.

Conclusion

Communication between team members is just as important as team cohesion. Team members can discuss any difficulties they are afraid to discuss during group sessions. It’s good to ask team members about their role and whether it aligns with their overall career goals.

Managing remote software engineering teams is critical to impact your company positively. Managing remote teams can be challenging due to people, time, or budget constraints. As a business owner or team leader, you can overcome any obstacles you encounter on the way to success by following these best practices for managing remote software development teams.