
Table of contents
- 1.Set up clear expectations
- 2.Coordinate time zones
- 3.Use efficient collaboration platforms
- 4.Hold managers accountable
- 5.Create an inclusive culture
- 6.Global teams can succeed
There are currently around 9 million Americans living in more than 160 countries around the globe.
1. Set up clear expectations
With a distributed team, both managers and employees should have clear policies in place so everyone’s on the same page with business operations and expectations. For example, some questions to consider are:- What communication chain should an employee follow when they need help or an answer to a question?
- What’s a reasonable expectation for how quickly someone needs to respond to an email, a voicemail, or an instant message online?
- Do you want global employees to work on a regular schedule? Or do they have the freedom to choose their own hours?
2. Coordinate time zones
Depending on the time zone of the remote worker, they may be working while U.S.-based employees are asleep, and vice-versa. Employee time zone differences will affect communication and project deadlines, so it’s important for both staff members and their managers to be aware of what their typical work hours will be. If there’s overlap among time zones, you can prioritize those hours for synchronous communication needs. These are the hours when you can schedule group meetings, one-on-ones, and team brainstorming sessions to encourage collaboration among your stateside and international remote workers. For teams with employees all around the world, it may be impossible to coordinate meetings for entire teams. In this case, you may want to assign check-ins based on time zones and report back to the wider team.3. Use efficient collaboration platforms
Various time zones will likely force frequent asynchronous communication and collaboration. These are emails, messages, and project uploads that occur on the fly and that may be checked hours later due to time zone differences. When you’re researching efficient collaboration platforms, look for ones that:- Are easily accessible from and user-friendly for any device
- Include clear update capabilities for real-time status updates
- Are secure to protect company information
4. Hold managers accountable
Managers and team leaders impact at least 70% of the variance in team engagement, according to Gallup research. Your international employees’ managers play one of the most important roles in retaining employees and increasing employee engagement to drive business results. The manager and those they manage may not be living in the same geographic location, but it’s crucial that managers check in regularly with their team. According to the Society for Human Resource Management, 85% of workers who have weekly check-ins with their managers have higher engagement ratings. Businesses with distributed teams should create a work policy that sets up expectations for manager-employee check-ins. Determine how managers will effectively guide those in their charge and how you’ll determine manager efficacy. Let employees know even when their manager isn’t immediately available, they're still able to schedule a check-in whenever they need one.5. Create an inclusive culture
More than 40% of American workers say company culture is a top consideration when they’re selecting a company to work for.Company culture remains a top factor impacting employee retention and the ability to attract top talent. More than 40% of American workers say company culture is a top consideration when they’re selecting a company to work for. Distributed team members may not feel as included or in the loop with home base operations as your local workers. To create an inclusive culture and strengthen bonds among coworkers, consider the following:
- Create equitable workplace policies, and provide the same employer benefits for all workers, wherever they’re working
- Set up virtual social events, such as employee birthday celebrations
- Provide learning and development opportunities and career development plans for all employees
- Offer mental health wellness programs and physical health resources
- Encourage social connections online, such as through a company forum for non-work-related topics
Global teams can succeed
An international workforce can increase diversity at your company and lead to more innovation. To succeed, it’s important to:- Create clear expectations
- Design equitable workplace policies
- Set up effective communication and collaboration methods
- Prioritize strong manager-employee relationships
- Build an inclusive culture among distributed teams
This article is for informational purposes only, is not legal, tax or accounting advice, and is not an offer to sell, buy or procure insurance. TriNet is the single-employer sponsor of all its benefit plans, which does not include voluntary benefits that are not ERISA-covered group health insurance plans and enrollment is voluntary. Official plan documents always control and TriNet reserves the right to amend the benefit plans or change the offerings and deadlines.
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TriNet Team
Table of contents
- 1.Set up clear expectations
- 2.Coordinate time zones
- 3.Use efficient collaboration platforms
- 4.Hold managers accountable
- 5.Create an inclusive culture
- 6.Global teams can succeed