Managing remote engineering teams effectively
Remote and hybrid work has become the default for engineering teams. According to Stack Overflow's 2024 Developer Survey, 85% of developers now work remotely at least part of the time. Yet many organizations still struggle to maintain productivity, collaboration, and culture in distributed environments.
The state of remote engineering
According to GitLab's Remote Work Report, remote-first companies report higher employee satisfaction and lower turnover than office-first organizations.
Communication frameworks
Async First
Default to written communication that can be consumed anytime
Sync for Connection
Reserve real-time for decisions, brainstorming, and bonding
Documentation Culture
Write it down or it didn't happen
Clear Channels
Right message, right place, right time
Response Expectations
Set SLAs for different communication types
Time Zone Respect
Design for overlap, don't expect 24/7 availability
Async by Default: The best remote teams minimize synchronous communication. This gives everyone focused work time and enables collaboration across time zones.
Meeting hygiene
Purpose and Agenda
Every meeting has a clear purpose and agenda shared in advance.
Decision Records
Document decisions and action items during the meeting.
Optimal Sizing
Keep meetings small. More than 8 people requires broadcast format.
Recording Available
Record meetings for those who can't attend live.
Meeting-Free Days
Designate days for deep work without interruptions.
Ideal Time Distribution for Remote Engineers
Building trust remotely
Trust Building: Remote vs In-Office
| Feature | In-Office | Remote (Poor) | Remote (Good) |
|---|---|---|---|
| Visibility of Work | ✓ | ✗ | ✓ |
| Relationship Building | ✓ | ✗ | ✓ |
| Context Sharing | ✓ | ✗ | ✓ |
| Quick Clarification | ✓ | ✗ | ✓ |
| Cultural Absorption | ✓ | ✗ | ✓ |
| Mentorship Access | ✓ | ✗ | ✓ |
Assume Good Intent
Interpret messages charitably, ask before assuming
Overcommunicate
Share more context than feels necessary
Show Your Work
Make progress visible through updates and demos
Be Responsive
Acknowledge messages even if you can't address immediately
Follow Through
Do what you say you'll do, when you say you'll do it
Personal Connection
Make time for non-work conversations
Collaboration tools and practices
Remote Team Tool Adoption (%)
One-on-ones for remote teams
Consistent Cadence
Weekly 30 minutes, protected time. Don't skip or reschedule frequently.
Video On
Camera on for face time, reading body language, building connection.
Their Agenda
Let direct reports set the agenda. Start with their concerns.
Beyond Work
Check in on wellbeing, not just tasks. Remote work can be isolating.
Career Development
Regularly discuss growth, goals, and opportunities.
Performance management
Performance Evaluation: Office vs Remote Best Practices
| Feature | Office Traditional | Remote Best Practice |
|---|---|---|
| Output-Based Metrics | ✗ | ✓ |
| Clear Goals/OKRs | ✓ | ✓ |
| Regular Check-ins | ✓ | ✓ |
| 360 Feedback | ✓ | ✓ |
| Self-Assessment | ✓ | ✓ |
| Documented Expectations | ✗ | ✓ |
Measure Outcomes, Not Activity: Remote work requires shifting from measuring hours worked to measuring results delivered. Focus on output and impact, not when someone is online.
Building remote culture
Virtual Social
Coffee chats, game sessions, celebrations
In-Person Gatherings
Quarterly or semi-annual team offsites
Shared Rituals
Weekly wins, monthly demos, team traditions
Interest Channels
Slack channels for hobbies, pets, life outside work
Recognition Programs
Public kudos, peer recognition, milestone celebrations
Onboarding Buddies
Pair new hires with experienced team members
Time zone management
Work Style by Time Zone Overlap
Remote onboarding
Equipment and Access
Ship laptop, set up accounts, provide documentation before start date.
Orientation and Introductions
Meet the team, understand processes, pair with buddy.
Guided Work
Small tasks with close mentorship, increasing independence.
Full Contribution
Independent work on team projects, ongoing support available.
Common remote challenges
Common Remote Work Challenges (%)
Proactive Connection: The biggest risk in remote work is isolation. Managers must proactively create connection opportunities—they won't happen organically like in an office.
FAQ
Q: How do we maintain team cohesion without an office? A: Invest in virtual social activities, regular video calls, and periodic in-person gatherings. Culture doesn't require physical proximity, but it does require intentional effort.
Q: Should we track working hours for remote teams? A: Focus on output, not hours. Trust your team. If someone consistently misses deadlines or is unavailable during agreed hours, address that specifically rather than monitoring everyone.
Q: How do we handle different time zones? A: Establish core overlap hours for synchronous work, embrace async for everything else. Rotate meeting times so the same people aren't always inconvenienced.
Q: What about junior engineers who need more guidance? A: Pair them with senior mentors, have more frequent check-ins, and create structured learning paths. Remote mentorship requires more intentionality but can be equally effective.
Sources and further reading
- Stack Overflow Developer Survey
- GitLab Remote Work Handbook
- Basecamp: Remote
- An Elegant Puzzle by Will Larson
- Distributed by GitHub
Build Effective Remote Teams: Managing remote engineering teams requires different skills and practices than in-office management. Our team helps organizations establish remote work practices that maintain productivity and culture. Contact us to discuss your remote team strategy.
Ready to improve your remote team management? Connect with our engineering leadership experts to develop tailored remote practices.
