As engineering teams look to remain remote or hybrid, executives need to fundamentally change how these teams are managed. After tackling the tactical aspects of a distributed workforce—like home office equipment, a comfortable space where employees can get work done and reliable meeting, calendar and communication tools—more nuanced issues come into play.
Before the COVID-19 pandemic, when a minority of engineering team members worked remotely, those team members knew that they needed to make a concerted effort to connect and to be part of the group. When the majority are remote, however, the expectations of offsite employees have shifted dramatically. For organizations that had built their business with an in-person team, this brings up entirely new questions of communication, culture, loyalty, problem-solving and retention to the forefront.
Fundamentally Shifting Engineering Team Structure
Inspiring change requires fundamental shifts in the ways engineering teams work. Our own engineering teams have experimented with some changes that have proven effective, including:
- A globally revised team structure that embraces a culture of autonomy and breaks larger engineering teams into smaller groups. Smaller groups help engineers feel more engaged, valued and empowered; it keeps meetings short and focused and allows for more parallel streams of work.
- Overhauling our design process to get a champion or ‘anchor’ from the dev team involved in key features early on. This anchor is responsible for translating product and design requests into technical specs and is the de facto technical lead of the feature. Having this role rotate between team members for each feature means each member gets a chance to grow their skills as a technical lead.
- Assigning dedicated designers to smaller groups to empower them to make small adjustments mid-flight. This would allow standups to operate as mini working sessions to iron out technical details that would normally be resolved through ‘shoulder taps’ or in-person quick questions.
- Placing a strong emphasis on sprint retros as a way to make real changes to the way work gets done. When used in conjunction with an initiative to empower devs, sprint retros became a powerful tool to get dev feedback on improving the process.
- Keeping teams accountable by encouraging transparency and clear communication as a tradeoff for their autonomy. We encouraged note-taking and regular updates, as well as clear goal-setting from the teams at the beginning of each sprint. By holding teams accountable to the goals that they set, it became easy to see when things were and were not working.
- Experimenting with a four-day workweek to see if we can drive both greater happiness and productivity. This was perhaps the boldest of our experiments; we demonstrated trust in our team and set clear expectations around outcomes rather than hours. This has motivated our team and raised their morale in crucial ways at a time when switching jobs was both tempting and easy.
Hacks That Worked in Person
What are some of the things that worked in the office? This list will be different for each organization; for us, it was group brainstorms, in-person one-on-ones, summer Fridays and ongoing vibe checks. Here are some of the ways we hacked these to make them work for remote teams:
- Group brainstorms: Digital whiteboards like Miro or Mural have been great. Digital sticky notes, too. This has enabled distributed engineering teams to contribute either all at once or asynchronously.
- Summer Fridays: Give people the afternoon off even if it isn’t technically “leaving the office early.” Or try having everyone shut off notifications on Friday (or Monday morning) so they can get some undisturbed work done before shutting off for the weekend. Monthly mental health days off for the whole company can be a great idea too.
- In-person one-on-ones: With Zoom, something is definitely lacking. Try spending half the one-on-one meeting chatting casually about things other than work.
- Vibe check: Open office hours dedicated to work culture; surveys from time to time to gather quick informal feedback or think about other ways to elicit ongoing feedback from every employee, including engineering teams.
Generate Culture and Well-Being
What keeps most employees at companies is social bonding, inspiring projects and the possibility for growth. A question a lot of executives at previously onsite organizations are asking themselves is, “How do you fulfill the need for social bonding when most employees, including your engineering team, are remote?” In other words, how do you bond socially and do so remotely? Two goals we have identified are getting team members talking outside of work while avoiding Zoom fatigue issues and ongoing opportunities to share personal successes with colleagues.
Some of the ways we have built culture are:
- Having (non-mandatory) Friday lunch and games like trivia, Jeopardy!, games or online games
- Different ongoing events like photography challenges, health challenges and even an at-home Iron Chef-style cookoffs.
- Having leaders share how they spent their weekends and time off. We believe in demonstrating a healthy work-life balance from the top down and encouraging our team to take the time they need to unplug and recharge.
- Figuring out how (and how not) to surface urgent issues via Slack; working on a system to avoid pinging people after hours for non-urgent issues.
Above All, Manage With Empathy
These last two years have been exhausting for most people. Hands down, the best way to manage and engage the people you work with—no matter if they are in engineering or marketing—is to be empathetic to the difficulties that they may be going through outside of work. Executive teams can make all the tactical changes to their teams they want, but without managers that really care about their teams, you will inevitably fail to keep the best people around. Empathy-driven leaders lift their team members up and drive the kind of culture people want to be part of.