13 Tips for Managing Remote Teams More Effectively in 2024

We know now, more than ever, how difficult managing remote teams can be. Whilst remote work has countless benefits (like reduced operational costs and improved employee satisfaction), employee engagement, emotional challenges, and managing communication preferences are some of the many challenges remote managers face.

It’s not for everyone, but if you’ve embraced having your company or teams work remotely, here are 13 tips for managing remote teams effectively, with actionable best practices you can implement today.

13 Tips for Managing Remote Teams More Effectively in 2024

  1. Use the right project management tools
  2. Use various communication methods
  3. Hold regular 1:1 meetings and cut back on remote team meetings
  4. Pay close attention to changes in behavior and performance
  5. Ensure instructions, expectations, and documentation are easily accessible
  6. Manage security by focusing on the greatest risks
  7. Focus on results—not hours
  8. Prioritize micro-understanding over micromanagement
  9. Leverage collaborative applications to break down silos
  10. Embrace clarity—it means something different to everyone
  11. Use online tools to maintain company values and culture
  12. Prioritize in-person communication
  13. Don’t skimp on your online onboarding experience
1. Use the Right Project Management Tool

1. Use the Right Project Management Tool


Monday – Affordable, Easy to Use, and Powerful

  • 10+ Project Views
  • Generous Free Plan
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This is undoubtedly key when managing teams remotely. The right project management platform offers your remote team a place to work together, store and retrieve important files, collaborate on tasks, and access documentation and resources.

Look for project management software with the following features:

  • Task management features like subtasks, deadlines, and dependencies
  • Visualization tools like Gantt charts and Kanban boards
  • Resource allocation abilities (for managing time, employees, and other resources)
  • Communication channels like chat threads, whiteboards, and video conferencing
  • Integrations with tools like Google Workspace or Office 365
2. Use a Variety of Communication Methods

2. Use a Variety of Communication Methods

Emotional support from remote managers is crucial. In a remote setting, interactions with your team can be more limited: You see them less and for shorter periods.

In a remote environment where you collaborate virtually, it can also be hard to read body language. This can make it difficult to gauge engagement, interest, frustration, and exhaustion. When managing remote teams, follow these best practices:

Schedule MeetingsDiscuss Company Updates and DecisionsEmployee RecognitionSet Up Informal Virtual GatheringsSet Up Office Hours

Dubbed the virtual water cooler, this replicates the office “water cooler” effect, fostering personal connections and trust, which is critical in social psychology for building group cohesion.

This helps remote team members feel more connected and engaged and shows you care about keeping them involved. Transparency also reduces uncertainty, which plagues many remote workers who fear they may be missing critical information others are privy to.

Sharing individual or team success with the whole company helps boost morale and makes remote employees feel like part of something bigger. Slack messages or dedicated email threads are a few ideas for doing this.

Social identity theory suggests that social interaction online enhances team identity and solidarity by reducing feelings of isolation.

Block off time in your calendar every week or two, and let people know they can come to you with questions or just chat. Google’s built-in appointment scheduling app works well for this.

3. Hold Regular 1:1 Meetings

3. Hold Regular 1:1 Meetings

One downside of virtual work environments is the lack of casual interactions with other team members. A good rule of thumb is to have 1:1 meetings weekly or every other week.

In one-on-one meetings, you get a chance to make sure projects are on track, give team members a chance to ask you questions and gauge how everyone’s doing.

For team meetings, we recommend scheduling these once a month or as needed.

4. Pay Attention to Changes in Your Team

4. Pay Attention to Changes in Your Team

Remote work offers many benefits, but feelings of isolation aren’t uncommon. Unfortunately, working remotely also makes it hard for leaders to tell if someone is struggling.

In Leading From Anywhere: The Essential Guide to Managing Remote Teams, author David Burkus suggests looking out for these signs:

  • Changes in behavior, such as lateness to work
  • An employee suddenly becomes quiet in meetings
  • Missed deadlines from someone who’s usually reliable
  • Someone’s suddenly handing in work early
  • A sudden change in the quality of work
  • Any sudden personality changes

One word of caution here: don’t jump to conclusions. Rather, look for patterns over time, including any drops in the quality of work or conflicts with the team.

If a situation doesn’t resolve itself, ask the individual how everything’s going. If they’re not forthcoming, let them know you’ve noticed changes in their behavior and want to support them.

If they still don’t want to talk and the issue isn’t impacting their work or the team, leave it. If it is impacting their performance, though, focus the conversation there.

Either way, be sure to practice active listening and thank them for sharing. Finally, if the issues are work-related, come up with an action plan together to solve them.

5. Everything Should be Recorded and Accessible

5. Everything Should be Recorded and Accessible

Remote work requires a high degree of autonomy to be effective, but a remote team can’t do this if they don’t have quick and easy access to instructions, expectations, and other documentation and resources.

Plus, you don’t want them scheduling a call with you every time they have a question. Here are some tips to ensure everybody is on the same page and has all the information they need:

Maintain a Single Source of TruthKeep Meeting Notes CentralizedEncourage Team OwnershipOrganize DocumentsEncourage FeedbackKeep a Change Log

Whether you use Google Docs, Confluence, Notion, or another document management system (DMS), ensure that every subject, task, set of instructions, etc., appears only once. Conflicting documentation can lead to costly mistakes and frustration.

For regular meetings, keep all your meeting notes in a single document. Use headings and page breaks to easily separate one date from another to reduce the total number of documents and make it easier to see what was discussed in any previous meeting.

You can’t realistically create instructions and documents for everything your team does. Instead, encourage them to do so. Not only is it a great opportunity for assessing workflows, but it also teaches them the value of good documentation.

You can choose how best to organize documentation, but make sure it’s consistent across a whole project or team. Use folders to group documentation by project, team, objective, and process.

Also, use clear, descriptive titles for both documents and folders so team members can easily understand what each contains and easily search for them.

All great remote managers should try to implement a way for team members to give feedback on documents so they can suggest updates or report errors.

This could be as simple as leaving a comment or suggestion in the document itself or adding a “Suggestion” section down at the bottom where comments or proposals can be assessed and actioned.

Maintain a change log in important documents to track what has been updated and why, providing context for team members and highlighting critical changes.

6. Manage Security—Focus on the Highest Risks

6. Manage Security—Focus on the Highest Risks

Security can be a serious challenge when managing a remote team, as you have less physical and technological control over the devices they use. Here are some best practices to keep your data safe:

Invest in Cybersecurity TrainingUse a Password ManagerProvide Dedicated Work Devices

Training is the single most valuable investment you can make in cybersecurity. The vast majority of data leaks and security breaches occur due to human error, including human error in judgment.

Good training can help prevent most security issues. This is important for both old and new employees.

Easily guessed and simple passwords are another leading cause of data breaches. A password manager, which facilitates complex passwords, can mitigate this. It’s a minor extra expense, considering the average ransomware payment costs businesses $5.13 million.

This ensures all work is conducted on secure, monitored systems, greatly reducing the risk of unauthorized access or breaches, thus safeguarding your company’s sensitive data.

7. Focus on Results, Not Hours

7. Focus on Results, Not Hours

Remote work offers greater flexibility, which can be a boon for businesses that know how to manage remote teams properly. Employees who are encouraged to work when they’re most productive are more efficient.

Plus, remote workers may have household duties they need to attend to during the day—but will be happy to put in extra time in the early morning or evening.

If at all possible, try not to have remote employees work at specific times. Instead, gauge the quality of their work and overall efficiency. Set KPIs and allow them to work at their own pace.

In reality, teams being managed remotely who are given this level of trust and responsibility rarely abuse it. And the loyalty and appreciation you’ll garner as a result have real business value.

8. Avoid Micromanagement

8. Avoid Micromanagement

While researching remote management, Raghu Krishnamoorthy found that virtual workers,

Wanted their managers to be present, hands-on, and operationally vigilant without being intrusive…employees don’t want their managers to micromanage them; they want their managers to micro-understand their work.1

— Raghu Krishnamoorthy (Harvard Business Review)

According to Raghu, micro-understanding involves “removing friction without hovering,” enabling great work without simply enforcing policies. Here’s how you can incorporate micro-understanding into your management style:

Make Yourself Available for Casual ChatsWorkshop Problems With Your TeamCreate Space for BrainstormingTry Synchronous Work

University professors hold “office hours,” where students can drop by to chat about schoolwork. You can do the same thing by setting aside a few hours every week that anyone can book. Or, you can set up a weekly Zoom call where anyone can drop in to speak with you.

Seek feedback and help from teams to build a sense of collaboration, trust, and accountability. For example, if you need to improve productivity, ask your team to brainstorm a few ideas for how to do that.

This could be a message thread or online whiteboard—a place for remote employees to add ideas as they have them. You can use different boards for different projects, teams, and themes (such as work-life balance and productivity).

Review the board once a week to see whether you can act on any suggestions and express gratitude for anyone who contributed.

Online, remote working is often asynchronous, with everyone working on their own time. For some team members, this can feel isolating. Try out a weekly “teamwork session.”

Have everyone join a video call and work quietly together. Just seeing colleagues hard at work and being able to message someone on the same call for help can be a real productivity booster.

9. Leverage Collaboration Tools

9. Leverage Collaboration Tools


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One challenge that comes with leading remote teams is that employees spend much of their time working independently and often in different time zones.

They find solutions to problems on the fly but don’t always share them. If they can’t find documentation, they may create their own without communicating this to others.

This can lead to “silos” in your business, where data and knowledge are isolated and not shared across teams or departments. Silos reduce productivity and increase the likelihood of errors.

When managing remote teams, you can use the following best practices to combat this phenomenon:

Create a Shared Knowledge BaseHost Regular Knowledge-Sharing SessionsUse Collaboration ToolsAssign Silo BreakersPromote Mentorship

This can be as simple as a shared space on Monday or Notion. Let it be known that it’s a living document, and encourage everybody to share their insights, workflows, and problems. Your job as a manager is to ensure the knowledge base stays well-organized.

Schedule weekly or bi-weekly meetings dedicated to sharing insights, updates, and solutions. Encourage team members to present recent challenges they’ve faced and how they resolved them. This helps foster a culture of learning, transparency, and teamwork.

The best online collaboration software makes it easier for remote employees to work together. For the best results, invest in training so your teams can make the most of their shared virtual environment.

Designate team members as silo breakers whose role is to ensure communication and documentation flow between different groups and departments. They can help identify information gaps and promote knowledge sharing.

Pair team members from different areas or levels for mentorship and coaching. This can help transfer knowledge, reduce barriers, and foster relationships across different segments of the organization.

10. Embrace Clarity

10. Embrace Clarity

Remote teams have to rely more on indirect methods of communication, like emailing and instant messaging. Even video calls don’t offer the same degree of interactivity and contextual cues as in-person conversations.

What’s clear to one writer or speaker may not be easily understood by someone else. Many managers forget that remote employees may have different vocabularies and experiences.

These and other factors can impact how they understand written and spoken text. Remote work exacerbates all of this. Here’s how to promote comprehension and clarity when managing remote teams:

Embrace Plain Language ConceptsWrite for ScannabilitySummarize!Embrace Different Types of CommunicationHighlight Accessibility Features for Your Team

Plain language” is a concept used by governments and organizations to reduce confusion in written language. To write in plain language:

  • Avoid industry jargon
  • Use the active (rather than the passive) voice
  • Think about what your readers need to see in your words

Take time to put extra effort into including bullet points in your emails and online communication, bolding or highlighting important information, and using subheadings. This will make it easy to pick out relevant information quickly.

Add summaries at the end of meetings, chats, and long emails. Whether you’re speaking or writing, sum up your ideas at the end, and include the most relevant information your team needs to know.

When managing remote employees, it’s wise to experiment to find the types of communication that work best for everybody. This could include email and text, voice or video conversations, recorded videos, comments on tasks, etc.

As human beings, not everyone will respond well to the same methods. Zoom Dysmorphia is a good example.

Accessibility features are essential for team members with disabilities but are, in general, helpful for everyone. For example, many video conferencing platforms now offer AI-generated closed captioning and transcripts.

11. Use Online Tools and Events

11. Use Online Tools and Events

The employee experience is difficult to manage. Many remote workers struggle to maintain the same level of engagement, company values, and culture.

Teams who spend more time together are more likely to develop a consistent and rich micro-culture, which won’t happen as easily with virtual teams. You’ll need to try to encourage social interactions.

There are a few best practices for this:

Make Time for Casual ConversationCelebrate TogetherCreate Space for FunSend Surprise Merch or Gifts

Spend the first few minutes of virtual meetings checking in with one another. Demonstrate a genuine interest in your team’s well-being and their experiences outside of work. It’s important your team members find common interests, and this is one way to do that.

Throw virtual parties for important milestones, both work-related and otherwise. These could be the start or end of a project, a birthday, or a holiday celebration. There are tons of activities people can do together, virtually, from different locations, like virtual escape rooms, scavenger hunts, or Pictionary.

There are certain things people love to bond over, such as health and fitness, pets, cooking, and traveling—make sure there are virtual spaces dedicated to subjects like these and encourage people to share photos, videos, and stories.

This can make team members feel valued and foster a sense of belonging. Whether it’s company-branded items or personalized gifts, it can be a delightful experience that strengthens team bonds and reinforces your company culture.

12. Meet Face-to-Face When You Can

12. Meet Face-to-Face When You Can

While there are many effective strategies for supporting remote teams and creating a cohesive, integrated team, in-person meetings still stand out as particularly effective at strengthening bonds.

If possible, try to get your team to meet in one central location every few months or years. These non-formal meetings present unique team-building opportunities that aren’t possible over video calls.

Also, get your team involved in planning the event with surveys and forms. This helps ensure activities are well-suited to the participants and creates a sense of ownership, community, and excitement.

13. Don't Skimp on Your Online Onboarding Experience

13. Don’t Skimp on Your Online Onboarding Experience

A good online onboarding experience is crucial for remote workers. It helps overcome the lack of physical presence and direct interactions, ensuring they feel welcome, connected, and supported.

Additionally, it offers them a central space where they can learn about the tools they’ll be using, the job expectations, and who their direct reports are if they run into issues.

Managing remote employees means knowing and supporting them from day one. Besides using onboarding software, here’s how:

Have a Checklist for New HiresCreate a Strong Training ProgramAssign an Onboarding BuddyAsk At Least 3 Colleagues to Reach OutCelebrate Your New Team Member

This should include everything they need to do as part of onboarding, including signing paperwork, reviewing the employee handbook, and completing training.

Include written information, short videos, and a full description of every task and process your new hire needs to know about. Hop on at least three conference calls with every new hire to walk them through the tech you use and offer live training. This helps you see whether a new team member needs more support.

Ask a member of your team who’ll be working closely with the new employee to check in with them every week. Set up weekly calls between the two where they can discuss work and get to know each other.

Be sure the new hire is supported by other colleagues and yourself. This is an important aspect of onboarding that shouldn’t be overlooked, particularly with remote working.

It can be difficult, as some team members may be in different time zones and have different work hours than the new employee. Be sure to factor this in.

Introduce your new team member on your project management system, on group chats, and at your next team meeting. Share what new skills this individual brings to the team and how they’ll be making an amazing contribution.



Monday – Affordable, Easy to Use, and Powerful

  • 10+ Project Views
  • Generous Free Plan
  • Powerful Workflow Automation

To manage remote employees in 2024, you need to be creative, flexible, and dedicated. Using the right project management tools and practices can make virtual work far easier for leaders and their teams, helping everyone feel connected, understood, and valued.

Ultimately, the key to remote management success lies in building trust, maintaining open channels of communication, and fostering a strong, inclusive team culture.


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Christian Rigg
Business Management Expert
Christian Rigg
Business Management Expert

Christian holds a BSc in Psychology with an emphasis on organizational management and is the current Head of Operations for Eleven Media, where he oversees day-to-day business operations, manages a team of project and account managers, and otherwise greases the sticky wheels of company-wide collaboration. Prior to this, he managed operations for a hotel chain in the South of France while completing a Masters in History. When not geeking out over automations and data analysis, he can usually be found cycling and hiking around the French Riviera.