Remote working has been an increasing trend over the past decade, and after the pandemic-induced lockdown, most of the workforce had a chance to experience the benefits of this approach to work. In 2021, remote-based work is quickly shifting from an employee benefit to a standard.
While some industries or departments will still rely on a location-based workforce, marketing teams are those who don’t have to.
LinkedIn reports that despite the pandemic, the demand for marketing talent increased—with 63% more positions posted, while over 17,000 marketing jobs being specifically—remote-based.
Having a remote workforce can have valuable perks as well as downsides. For instance, cost-cutting is one of the more significant benefits – employers can save over $11,000 per half-time telecommuter per year.
Furthermore, with a remote workforce, companies can attract high-quality talent across the globe and integrate more culturally diverse perspectives to strengthen their presence in the global marketplace.
On the other hand, remote teams can disconnect from company culture and its long-term vision. Furthermore, working in different time zones can affect employees’ ability to communicate the necessary workload effectively.
This article will outline the benefits of riding the remote-work momentum and give you insight into doing it more effectively.
The Benefits of Building A Remote Marketing Team
Find the right talent
As new digital channels emerge and social media becomes more commerce-driven, the ability to attract the right talent will give companies a significant advantage.
For example, today, we see a growing trend of brands leveraging the power of social media, primarily to listen to customers or get quick feedback on the offered service or product. In fact, one of the top 3 most in-demand marketing occupations is Social Media Manager.
As most marketing roles tend to evolve, we can foresee that the role of Social Media Manager will become more integrated with other marketing activities. As a result, the advantage will be with those companies that source the right people capable of connecting the dots between the roles effortlessly.
Access to the global workforce can help companies advance their marketing skill set and ensure competitive advantage.
Leverage different perspectives
Expanding perspectives on geographies and the circumstances of different locations can help companies strengthen their global presence.
If we take the current example of the pandemic and the following lockdown, we can see how different parts of the world were affected unevenly. For this reason, having access to talent that is not bound to one specific location can help navigate the changes that are yet to come.
One of the main concerns of brands in the post-Covid world is to ensure their messaging is not tone deaf to market circumstances. Companies still have a journey ahead of them to adjust their messaging, so different perspectives can fuel their ability to adapt.
Based on the industry-leading reports that surfaced after the Covid-induced changes to the market, CEOs’ new goal is agility. Agility is nothing new for most marketing teams, yet, as we move forward, we will find more ways to embrace it.
One way your company can embody more agility is to create a nimble and compact team of marketers. And to ensure agile teamwork, companies must let loose constraints such as location-based talent scout.
Being able to cast a wider net when attracting talent will save time in the hiring process. Moreover, it can ensure your team is continuously broadening their horizons regarding their skills and different ways to apply them.
Ideas to help you build an effective remote marketing team
Build a remote-first culture
Working remotely comes with many differences as opposed to working within location-based teams. To ensure thriving productivity, you can set clear expectations and outline the fundamental nature of your work culture to ensure it can seamlessly translate to the digital world.
Provide tools and guidance
Technology is integral in the delivery of remote-based work, but it’s also important to consider that your workforce might need some guidance in the beginning. You can enable easy onboarding by hosting a workshop or embedding user-friendly tutorials into the tools so that users can access them at all times.
Make sure your processes are clearly defined, from new employee onboarding to delivery of assignments. Remote working can easily sway employees into thinking they are free to behave the way they want, but this can quickly become counter-productive.
To ensure everyone is on the same page, think about organising regular check-in meetings. You can also gauge the employees’ stance on the work and processes to see if they can be further optimised for the benefit of all involved.
Remote-first is set to stay on the trending momentum. The quicker companies adapt, the more competitive advantage they gain.
Do you manage a remote-based marketing team? Do you see the advantage of such an approach?
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