These are the two key ingredients to build a productive remote team.

Remote employees are an attractive option for many businesses. Remote employees have lower operating costs than businesses with large offices and can reimburse employees for their commutes. Remote employees have access to a wider talent pool because they are not limited by geography.
Remote working has many benefits for employees. Remote working is a great option for many people, as it allows them to be flexible and adaptable.
Remote team members need to be flexible and adaptable. Remote workers often choose to work remotely for better work/life balance, flexibility, or because they have other commitments that require them to work flexible hours.
These characteristics are essential for both remote and local teams. Businesses must ensure that remote employees can be flexible and adaptable. Here are four solid ways you can do this.
1. Use the right tools
Access to the right tools is one of the best ways to ensure remote teams are flexible and adaptable.
Remote employees should be able to work from anywhere and at any time thanks to these tools. They should also be able see and communicate with managers and others in real time.
Software that allows remote teams to view tasks, share files, communicate securely with each other, track their progress, and track their time is essential. Remote project managers also require software that allows them to plan and manage remote projects, assign tasks to team members, and keep track of team members’ availability and work status.
There are many tools that can be used by remote teams and managers. But consistency is key.
It can be disruptive to productivity and interrupt their concentration if team members switch between multiple programs.
It is always better to use one piece software with all the necessary features than multiple programs. Software that provides all the features you need in as few packages as possible is a good choice.
2. Create a “Results-Only” Work Environment (ROWE).
A Results-Only Work Environment (ROWE) is another innovative way to ensure that remote teams aren’t rigid and inflexible.
Cali Ressler, Jody Thompson, and others developed the concept and explained it in their book Why Work Sucks & How to Fix It. This book examines how team members are measured based on output, performance, and results, rather than the hours they work.
ROWE is a team’s ability to shift their focus away from the clock and towards their contribution. It can be applied correctly to increase team productivity and output focus.
Remote teams and managers can also use ROWE to assess their productivity and adjust their work accordingly. This allows teams to adjust the amount of work they can do and how much.
3. Allow Vacation Time to be “Take What You Want”
Although it may seem counterintuitive to have a vacation policy that allows you to take what you need, it is a great way for remote teams to be flexible.
Remote employees should be encouraged to take leave as needed to avoid burnout and prevent them from losing their jobs due to conflicts between their personal and professional lives. This is especially important if you have a family commitment or health issue that requires a lot of flexibility in your career.

It is important to remember that a vacation policy of “take what you want” only works in certain business environments. This policy works well in businesses that have a strong culture of trust and where it’s easy for employees to measure their production.