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Build a High-Functioning Remote Tech Team with a Staffing Agency in Albuquerque

Tech suppport staff at work in an open office

Remote work isn’t a “nice to have” anymore in the tech space. If you want to attract tech talent in Albuquerque these days, you must offer remote work as an option. Forbes reports 95% of tech workers say working remotely is important. The majority of tech workers also say their most desired workplace setting is at home. That same study suggests more than half of the U.S. technology workforce is considering quitting their jobs next year. Albuquerque employers pay attention to these numbers but may struggle to adjust their processes and workflows to handle a new remote tech team. Managing remote tech teams does offer some challenges that we must adapt to. Yet 40% of managers say they don’t feel equipped to manage their remote teams. If you’re trying to manage a remote tech team in Albuquerque, this article will give you some actionable tips on how to build a highly functioning team no matter where they’re working.

A Guide to Building a High-Functioning Remote Tech Team in Albuquerque

Managing remote tech teams can be challenging for a variety of reasons. Here are a few examples:

  • Communication

Communicating effectively with team members in different physical locations can be more challenging than with your on-premise staff. There can be misunderstandings due to time zone differences or even expectations around when people are working. These communication errors can lead to overwork and burnout when managers Slack tech workers at 2 am due to a time zone snafu. Are you communicating the new rules for today’s remote work world?

  • Collaboration

It might be harder to collaborate on technical problems when workers are dispersed. It may be harder to get immediate feedback. There isn’t the kind of face-to-face interactions that build trust and facilitate teamwork. This is exacerbated by the fact that remote work allows you to work when and where you want. Perhaps the remote tech worker writes their best code at 2 am. Should the remote tech worker email their boss at that hour? What are the rules for working hours and deliverables in this new remote work environment?

  • Trust

Building trust screen-to-screen is harder than face-to-face. It’s harder to establish personal connections when you’re not physically present. But it would help if you had the trust to effectively build camaraderie, delegate tasks, and hold people accountable for their work. How can you build trust when the remote tech worker is someone you’ve only met on a video conference?

  • Time Management

Here’s that time issue again. We’ve talked about time zone differences and preferences in working styles. But time comes into play when you’re the remote worker (or manager) trying to organize your day. Remote work can often come with more distractions that make it harder to focus. These distractions can make it more difficult to meet project deadlines. For managers, this can disrupt productivity levels. How can a manager get things back on track when the team is made up of remote tech workers?

  • Technology

While you wouldn’t think technology would be a big deal for a remote tech team, it is. You need the right tools to communicate, manage projects, and collaborate. Ensuring the entire team (not just remote tech workers) have the right tools and knows how to use them is a challenge.

With all of these challenges in mind, how can your company adapt in ways that continue to build better remote tech teams. A technology staffing agency in Albuquerque, has some concrete suggestions for this brave new world we find ourselves in.

A Technology Staffing Agency in Albuquerque Shares 5 Tips to Build a Successful Remote Tech Team

Adjusting to the new remote work environment may have left you with a skills gap at the management level. Leaders need to manage expectations around remote work while still building effective tech teams. They must eliminate some of the confusion about the new rules for remote work. Plus, they must address remote employees who feel left out of onsite events or who struggle to find work/life balance in their new environment. How can companies better support their remote tech (and non-tech) workers? Here are five examples.

#1 Offer Flexibility to Remote Workers in Tech

Within the parameters of working remotely, you can also loosen the reins by offering flexibility in work hours. One of the benefits of working remotely is the flexible schedule it typically offers. Beyond the daily stand-up (if you have one), can your remote tech team set their own schedules so that they can work at times that are most productive for them? If you have an open office, is a hybrid schedule something some of your local remote workers prefer? Beyond this, set expectations that remote work allows your employees to handle things as they crop up at home. Sick kids, a power outage, a kitchen remodel—all of these things affect remote tech workers. Try to stay flexible within the parameters of getting the work done on schedule.

#2 Promote a Positive Remote Work Culture

Culture always matters, but it matters more when you have remote tech workers. Promoting a positive remote work culture requires your team to build the mission into your work. Understanding an organization’s mission can be like adding the glue that holds all the pieces together. Ensure your remote tech teams know why they’re doing the work, not just focusing on daily tasks.

Make your culture people-driven. A people-centered culture starts by hiring talent that fits your cultural imperative. Then add better and more transparent communication between leadership and your staff to share knowledge, goals, and information with your teams. But you can also add a reward and praise system that elevates the workforce and inspires them to do great things.

#3 Hire Strong Remote Leaders in Tech

When you have remote tech workers, who you hire to lead these teams matters a lot. The leaders of a remote tech team handle more than just expertise in IT. These leaders foster the mission of your organization and build high-performing teams. But they must be well-equipped and up to the challenge of developing these teams. Strong remote tech leaders will need to exhibit and develop excellent written and verbal communication in addition to leading from afar. Like any leader, remote tech leadership must motivate, inspire, and guide their teams. But it’s more challenging when they never physically see the teams they’re supposed to lead. Once you have this leadership in place, they should have a hand in picking their remote tech teams. Critical to this process is finding tech talent who are both comfortable working remotely and have a track record of production in these environments.

#4 Provide Clear Communication

Establish clear communication channels and guidelines. Remote teams should have a clear understanding of how to communicate with each other and their manager. Communication channels can include using tools like Slack, email, phone, or video conferencing for communication. But you should also set guidelines for when and how team members should be available to respond via these venues. Some tips to build communication with remote tech teams include:

  • Make sure everyone knows how to reach each other. Make sure your remote teams have the tools to make it happen.
  • Set communication expectations. Make sure everyone understands what is expected. Define the roles and responsibilities of each team member.
  • Overcommunicate—less is not more in this case. Misunderstandings occur when you work remotely, so communicate clearly, concisely, and regularly.
  • Encourage regular check-ins with your team. Make these meetings not just task-focused but also express your support of the person doing the work.

#5 Build Trust with Your Remote Tech Team

Trust starts with the connections you build with your teams. These connections include:

  • Shared goals and values.
  • Aligned purpose and mission.
  • Appreciation and respect.
  • Processes and workflows.

Train your managers to focus on connecting more strongly with their teams. Also, work with them to help build the bonds between team members. These bonds will help battle the isolation that many tech workers say they feel in a 100% remote environment. You can do this by intentionally and spontaneously creating ways for coworkers to connect. For example:

  • Conduct meetings with cameras on.
  • Allow small talk time.
  • Use Slack or other IM tools for instant chatting. Encourage your teams to create channels for pets, recipes, kids, or whatever elese they’re interested in.
  • Create virtual events that embrace remote work models.
  • Talk about and value work/life balance.
  • Set up mentorship programs so that senior staffers bond with more junior colleagues.

Choose your words and your communication formats wisely. It would be best to lay ground rules for when and how managers should communicate accountability-related items. For example, don’t share negative or corrective feedback in an email.

Develop a Strong Remote Tech Team with Albuquerque’s Top Technology Staffing Firm

KeenBee Talent Solutions is a leading technology staffing agency in Albuquerque that knows how to hire remote tech teams geared to handle this new work environment. We offer a variety of staffing solutions including temporary, temp-to-hire, and direct hire services. Contact us today to learn more about our IT staffing services in Albuquerque and find top tech talent.

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