So, you’ve hired a new team of employees online, huh? It might seem overwhelming at first, but once you get it down, it gets easier and easier to manage, and even micro-manage each of them to ensure that you get work done and get results that matter to your business. 

The problem is that there are thousands of start-up companies just beginning to do this because someone recommended it to them. Still, they have no idea how to start training their team or even communicating effectively with them.  

I’ve been doing business and hiring employees for years now. My three international companies currently employ 20 people and growing. Over that course of time, I’ve found things that work and things that you shouldn’t do. I’ll be sharing with you the five ways you can employ to build a strong team that you can trust your business with.   

Before hiring them, make sure you discuss your terms. 

During the hiring process, make sure you discuss everything you need before taking them into the team.  

In the past, I focused solely on how good they, the employees I hired, were. At the start, it was okay; however, as time passed, they had some nuances that didn’t work out for the whole organization.  

For example, they preferred being paid weekly instead of monthly. They wanted to work at different times of the day, or they needed to because they had other priorities to attend to like their family or their children.  

Ensuring that both of you are on the same boat is crucial to make things work. In contrast, you might have to compromise on some items, if both of you know all the terms, at least there’s no confusion, and you know what to expect and what not to expect. 

Some things to clear out with your employees are work schedule, compensation, benefits of working with the company, and legal stuff like NDA’s and other important information. 

The more open you are with the terms and conditions of working with the company, the more trust you build, and when the both of you follow each of the rules you set, it works out for everyone. 

Make sure they have the means to communicate with the team when needed. 

Some employees either can’t communicate because of schedule conflicts or their computer hardware might be lacking (for calls, chats, and video conferences).  

Others don’t want to attend group meetings because they might be shy or can’t speak the language you speak.  

The latter might be a problem for you, but if your terms and conditions for working were clear, you shouldn’t run into a language barrier or a conservative employee.  

But let’s talk about the former reason why they might not be able to communicate.  

If there’s a scheduling problem, you could discuss that with your employee. If they are a crucial part of the team, they must always be updated and know how to work with everyone else. In a sense, that’s their responsibility, but if they were just too right an employee, you might have to find a way to bring him in the team meetings.  

Investing in your employees is always a good idea. If they’re right, you’ll get your investment back tenfold anyway, and they’re also happy, so it’s a win-win situation. 

Do a weekly meeting to find out how everyone’s doing. 

After you have everyone set-up and ready, continually meeting with your team is the next step.  

While you should do it often initially, it doesn’t mean you’ll be doing it for their whole career. As time goes by, the team grows and learns how to work together like a well-oiled machine.  

When that happens, team meetings don’t need to be done as often. 

But that’s the business side of things.  

You also have to make sure that everyone is doing okay. There might be someone in the team who has some problems at home, so it might not be wise to give them a crucial client during this time.  

Or someone might be having some hardware problems like their internet is gone, or their computer has a problem so they might not be able to complete some tasks.  

Learning how to empathize with the whole team is essential to build a strong bond. Everyone doesn’t need to be friends but having a strong working team can help complete complicated tasks or take on higher tier clients. That’s the goal here. 

Offer creative incentives to keep their motivation up. 

While this is entirely optional, having some small incentives for the whole team can help boost output. It doesn’t have to be a car or a new computer, but maybe a small bump in their salary for the month or an extra day of vacation can make a huge difference.  

And be creative about how you offer your incentives. Being the “best” employee or choosing an employee of the month is subjective, and some team members might find it unfair or questionable. You don’t want that to happen if you’re trying to build a strong team.  

Instead, you can have a commendation system where everyone commends their favorite team member at the end of the week. No one can commend themselves, and each commendation must have a reason why. And at the end of the month, the person with the most commends gets a prize or bonus.  

Small things like these build a good work relationship with everyone, and at the same time, you keep the team motivated to do better than the rest. This maximizes output for everyone, not just someone in particular. What about you? What kind of ways have you tried to motivate your team? 

Give everyone the chance to voice their concerns. 

This is another important thing if you want the whole team to be able to work together.  

Everyone is different. There are times when you might think something is right, but other people think otherwise. It’s the same as working in a team.  

If you want their trust, you have to know how to help them voice their thoughts and concerns.  

Some employees might be reserved and wouldn’t go out and say it up in front of the team, which is why you should find ways for them to be able to talk. You could tell them that they can approach you personally. If that doesn’t work, you can ask them to send you an email.  

There are many ways to gain your team’s trust, and build trust helps a team grow, but it requires you to treat them as team members and not just employees. 


Tabita and the PioneerU Team 

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