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Hire for Heart and Skills: The Secret to Successful Remote Team Building

Do This:

  1. Do prioritize emotional intelligence and empathy when hiring remote team members. Look for candidates who have the necessary technical skills and demonstrate kindness, compassion, and a willingness to collaborate. Example: During the interview, ask candidates to share stories about times when they’ve shown empathy or emotional intelligence professionally.

  2. Do consider candidates with non-traditional backgrounds or experiences. Diversity of thought and perspective can lead to more creative and innovative solutions. Example: Don’t discount a candidate with a background in the arts or humanities just because they don’t have a traditional tech background. They may bring a unique perspective that can benefit your team.

  3. Do invest in team-building activities and opportunities to foster connection and empathy among team members. Remote teams can quickly become isolated and disconnected without intentional efforts to build relationships. Example: Schedule regular virtual team-building events like game nights or happy hours to allow team members to connect personally.

Don't Do This:

  1. Don’t prioritize technical skills over emotional intelligence and empathy. While technical expertise is essential, a lack of emotional intelligence can lead to communication breakdowns and conflict within the team. Example: Don’t hire someone solely based on their technical skills if they lack empathy or emotional intelligence during the interview process.

  2. Don’t assume that cultural fit means homogeneity. While team members must share core values and goals, a team of people from different backgrounds and experiences can be more innovative and successful. Example: Accept a candidate with a different communication style or cultural background than the rest of the team. Make an effort to understand and value those differences.

  3. Don’t neglect ongoing training and development opportunities for team members. Providing opportunities for growth and development can help team members feel valued and invested in the team’s success. Example: Don’t assume that once you hire a team member, their skills and knowledge will remain current and relevant. Offer ongoing training and development opportunities to help team members stay up-to-date and engaged.

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