Remote working is no longer unusual. For many SMEs, it’s simply how the business runs. Managing a remote team well takes more than video calls and shared folders though. It requires clarity, trust and structure.
This guide explains how to manage a remote team in a way that keeps people productive, connected and supported.
Set clear expectations from the start
When people aren’t in the same room, assumptions cause problems.
Be clear about what you need from your team - you might want to talk about working hours, response times or priorities. Define what good performance looks like in real, practical terms. When expectations are written down and agreed, there’s less room for confusion.
Clarity reduces micromanagement because everyone knows what they’re aiming for, and that makes everyone happier and more likely to do a good job.
Focus on outcomes, not activity
In a remote setup, you can’t see who’s at their desk. That’s not a weakness. It’s an opportunity to focus on results.
Measure progress through completed tasks, quality of work and deadlines met rather than time spent online. Trust grows when people are judged on the work that they do rather than constant visibility.
Regular check ins matter
Remote teams still need contact. Regular one-to-one meetings create a good opportunity to catch up on how the person is feeling and to discuss workload, challenges and wellbeing.
Team meetings help make sure everyone's on the same page and prevent isolation. They don’t need to be long or frequent, but they should be a regular thing that people can rely on.
Keep communication open and predictable so no one feels out of the loop.
Choose the right tools
Technology underpins remote work, but it doesn’t need to be complicated.
Shared calendars, task management tools and reliable video platforms go a long way. The key is consistency. When everyone uses the same systems in the same way, collaboration becomes smoother.
Avoid tool overload though. A few well-used systems is better than many that no one fully understands.
Build culture intentionally
Office culture doesn’t happen by accident in a remote team the way it does in an office. It needs to be built deliberately - and that's every bit as much a strength as it is a challenge.
Encourage informal conversation alongside formal meetings. Celebrate achievements. Get to know who your people are outside of the narrow scope of the work that you're all doing together. It will help you understand how they operate.
Connection supports retention and morale, especially when people work apart.
Support wellbeing and boundaries
Remote work can blur the line between home and work life.
Encourage healthy boundaries around working hours and breaks. Be mindful of different time zones, family responsibilities or home environments.
A sustainable pace protects both performance and people.
Managing performance remotely
Address issues early and directly. Remote working doesn’t remove the need for honest conversations.
Document goals, feedback and development plans clearly. When expectations and feedback are transparent, performance management becomes fairer and more consistent.
Managing a remote team isn’t about constant oversight. It’s about creating structure, trusting your people and staying connected.
When done well, remote teams can be just as productive and cohesive as those sharing an office.
