LinkedIn, with over 169 million users in the US alone, is undoubtedly the top social media platform for professionals. As per Statista, its user base is projected to grow to 167.26 million by 2025. This growth makes LinkedIn an excellent platform for clients to recruit leading talent and work with them.
One of the most significant advantages of LinkedIn is that it is an ideal platform for hiring remote developers. Several companies use LinkedIn to access the best programmers worldwide, with many relying on it to learn how to manage virtual teams like experts. The platform frequently publishes articles and courses that empower businesses and entrepreneurs alike.
To manage remote software teams effectively, here are some proven LinkedIn best practices, combined with insights from Reintech:
Create opportunities for developers to connect: Remote teams often lack the chance to bump into each other while getting coffee or printing documents, as is the case in traditional office settings. This lack of face-to-face interactions can create gaps between team members, leading to feelings of isolation. Therefore, managers should create sufficient opportunities for team members to connect via video calls, group activities, and online collaboration tools to develop strong peer relationships.
Provide remote coaching: All developers want to learn and grow to advance their careers. Managers must invest in their development and help them grow. To achieve this, remote teams will require online coaching with learning management systems or training solutions. Managers should also consider implementing mobile learning, as it offers greater flexibility.
Provide your remote teams with the right tools: Software development teams require both hardware and software for seamless productivity. Remote teams may not have the essential resources required to start work. In such cases, employers should provide tools and equipment or reimburse remote coders for purchasing the necessary equipment. Additionally, employers should ensure that the remote developers have the proper tech stack to build the product.
Observe your teams and their dynamics: Since remote teams don’t work together in the same place, managers can’t connect with the team members every day. Managers must observe each member and their dynamics with others. This observation will help in identifying remote developers who may feel left out and other issues facing remote teams. Managers can then take appropriate steps to overcome these problems and create a happy and productive team.
Help your teams balance work and life: Remote working is suitable for managing work-life balance. However, it may also lead to employees working more hours or working on weekends, leading to burnout and decreased productivity. Employers should ensure that remote programmers work only assigned hours and allow them to choose when to work. Additionally, offering flexibility to working parents or new mothers is paramount. Employers should also follow up on the team’s wellbeing and empower them with the necessary resources to keep them productive.