3 Tips for Managing Your Remote Team

3 Tips for Managing Your Remote Team

In response to COVID-19, more and more businesses are temporarily closing their offices and moving their employees to working remotely.  With the abrupt change of circumstances, abundance of new and unforeseen challenges and general feeling of uncertainty, it can become overwhelming.

Fortunately, managing a remote team doesn’t have to be as difficult as it seems. There is a wealth of resources at your disposal to make sure your business runs as smoothly as possible. We’ve taken the liberty of compiling key pieces of information that will help you effectively manage your team.

Assembling a Team (or Teams)

Working remotely changes how the entire business is going to be run for the foreseeable future.

Start by assembling a team- or teams, depending on the needs of your business — that can strategize a plan for business operations. It’s essential to clarify the best structure for your team and their needs. 

Who should be on this team? Your company size will determine who should be on this specific team or ‘task force’. Usually upper-level management and the human resource department will come up with new policies and procedures for new types of protocol and it will work down into specific departments within the organization.

Once your team is assembled, consider the following questions:

  • What methods or tools will you use to keep everyone in contact?
  • Is there a better time for the team, or teams, to meet every day or week?
  • How frequently should we plan meetings to move projects forward?
  • What important deadlines must be met, and how will you communicate those deadlines effectively?
  • How will you allocate the possibly limited resources on-hand to whomever might need them?

These are all important topics to address and it’s essential that your team is aware of the expectations while working remotely. Every business is going to have unique answers to this set of questions. Answers will vary based on specific needs, projects, industries, and so on. Successful managers have structured and predictable check ins set up for remote employees so that their concerns or challenges can be heard. Remember, people are your greatest asset within your organization. Having a dedicated team during this time will help you – and your team – feel confident moving forward.

Keeping in Touch Through Technology

As they say, communication is key. The world is incredibly connected using modern technology. There are many great tools and products that can help your team stay connected virtually. Scheduling meetings through video, audio and chat collaboration platforms such as Skype, Asana, Slack, GoToMeeting, Zoom, or Google Hangouts offer an easy way to gather everyone in the team, group, or possibly even company in the same place.

Try to choose communication options that have mobile applications available. This can make it even easier for those that have smartphones to communicate through one easily-accessible resource.

In addition, make sure there is a readily available directory of email addresses and phone numbers that is distributed company wide.

If it’s an option, have employees set up their office phones to forward any calls to their personal phone. This will ensure that no business-related calls slip through the cracks.

Maintaining Morale

No doubt about it, these are challenging times we’re facing. Working from home can be a big adjustment for some employees especially on top of other concerns and uncertainties we are facing. People have different work styles. People need time to process the current situation.

Some employees will thrive on working alone, while others will feel that the social distance is hindering their motivation or productivity.

Offer virtual activities so that your employees can get their daily dose of human interaction. Have a FaceTime lunch meeting with an employee each day of the week. Offer a fun virtual game before or after a meeting. Run a virtual contest. There are still things you can do to promote your company culture.

Lastly, try to encourage discussion between employees about their workload and how they’re managing to tackle it from home. Letting everyone more openly discuss their strategies opens the floodgates for new ideas and more effective ways to tackle new challenges.

3 Essential Questions Before Transitioning Back to Work

3 Essential Questions Before Transitioning Back to Work

June 24, 2020

As restrictions continue to lift from coronavirus, companies across the country are beginning to think about what a return to the office will look like. Understandably, leaders are faced with challenges as they think about approaches to re-opening office spaces and must proceed very slowly to ensure the health and safety of employees.

Before planning and implementing a safe and phased transition to get your team back to the office, we encourage you to ask yourself these three essential questions. Deep and careful reflection of these questions will help shape the plan that’s best for you and your organization.

How do my employees feel?

It’s essential to understand this before determining when and how to transition back to work. Determining where your employees’ sentiments on COVID-19, returning to work, productivity, and physiological health will help you to keep a pulse on how to go about integrating office life back into the ‘new’ normal.

Give your employees a series of surveys to gauge the overall sentiment. Are your employees comfortable returning to the office? What resource limitation and/or personal challenges are they having while working from home? Ask how you can support them upon return.

There are a ton of different surveys available to distribute to your team. Here’s a great survey example from SHRM.

Where does my business stand?

By now, you are aware of how your business has been impacted by COVID-19. You’ve  likely grown, maintained, or lost business due to the global pandemic. Handling your current situation is critical before moving forward with a back to work plan. Considering the long-term effects of the pandemic on your industry, business and market will determine how you should proceed.

Have you been forced to furlough or lay off people on your team?

Are the cost-cuttings measures you’ve implemented a short-term or long-term solution?

Are you offering compensation or added benefits to retain employees who have taken on extra responsibilities?

Can we sustain what we are currently doing for the next 3 months, 6 months, year?

Your answers to these questions are a good indication of whether the timing is right to begin thinking of a transition plan. It’s okay to keep on the same path if you need more time to see how your business will continue to be impacted.

Where do we go from here?

After you’ve assessed your current situation, give yourself and your team a plan and short-term benchmarks to keep on track.

If a new office set-up, new guidelines, new phased onsite schedule is needed, have a few goals set. Don’t be afraid to alter your plans and roll with the uncertainty that these times bring. Each day the situation evolves, and you may need to pivot in accordance, so be ready! Perhaps, the most critical piece of the plan is your contingency plan. If a second wave happens or a suspected case is found in your office, you will need to act quickly to keep employees safe.

Here are some more practical planning topics for the transition back:

  • Physical office setup
  • Arrival and departure times
  • Protocol with screening questions, temperature, mask use
  • Cleaning regimen
  • Shared workspace use

Remember to overly communicate with your team during this time and maintain proper social distancing guidelines at the office when you finally implement your back to work transition.

Accountants One is here to answer any of your questions regarding identifying, hiring and retaining top talent for your organization.

If you have had to lay off permanent employees, but still need work done in your Accounting or Finance department, we have contractors available immediately. Using contractors in this market gives companies greater flexibility and cost-savings for the same workload. Please call us at 770-395-6969 with any questions.

Executive Recruiting Strategy – Live Session

Executive Recruiting Strategy – Live Session

Executive Recruiting Strategy Session

Executive Recruiting Strategies During The COVID-19 Pandemic

What good will come from the pandemic?

Where do you want to be in 6 months?

Is today the day to start your search for your next great Accounting or Financial leader?

These are three essential business questions in today’s market.

Peter Drucker said: “The best way to predict the future is to create it.”

How can we help create the future you want? At the end of the day, in any economy, your company is only as good as its people. How can you strengthen your organization during this time?

Executive Recruiting Strategies for the Pandemic

Dan Erling, Executive Recruiter, CEO of Accountants One, Author, and Hiring Consultant, is offering a 20-minute virtual Strategy Session designed to fire up your thinking on talent.

Dan has 22 years of recruiting experience with companies ranging from the largest public companies in the world, to small companies hiring their first CFO. Dan is also the author of MATCH: A Systematic, Sane Process for Hiring the Right Person Every Time.

Most importantly, Accountants One has a track record of hiring success – last year Dan’s firm boasted a 93% success rate. In previous years, the success rate has been as high as 98% and has never dropped below 91% — Dan’s best practices work!

In this confidential 20-minute Strategy Session designed for CEOs, Entrepreneurs, and Business Leaders, Dan will walk through a series of questions.

Areas of focus include….

  • Creating your (CFO, Controller, VP Finance, etc.) wish list
  • The three most important questions you can ask yourself
  • Aligning your hire with your culture in order to propel you forward
  • Leveraging your competitive advantage
  • Next steps – making it happen

Questions? Contact Tori Wheeler at Accountants One at 704-243-5759 or toriwheeler@accountantsone.com.

We encourage you to submit questions that interest you both in advance and during the session.  If you’d like to pre-submit a question, please email Tori.

This 20-minute strategy session will provide all the tools needed to plan and execute a transformational hire. Getting the right people is more critical than ever before!


Upcoming Sessions

No upcoming sessions

Recording available!


Dan Erling

Guide to Successful Interviewing

Guide to Successful Interviewing

Prior to every interview your recruiter will go over in detail such areas as corporate culture, company benefits and salary. This sheet covers some additional items to keep in mind.


  • Research the company
  • Prepare several good questions
  • Know how to get there — if necessary, make a trial run
  • Dress for success — and the level you wish to achieve
  • Refrain from:
    • Wearing perfume or cologne
    • Chewing gum
    • Anything else that may be a distraction or disruption
  • Arrive early
  • Turn off pager and/or cell phone
  • In a folder or briefcase:
    • Have several clean copies of your resume
    • A list of business references — to submit if requested
    • Any letters of recommendation — to submit if requested


  • Pay attention to your demeanor during the interview:
    • Keep hands out of your pockets
    • Make eye contact
    • Have a positive and upbeat attitude
    • Avoid nervous habits (e.g., nail biting, clicking of pens)
  • Listen to what the interviewer is saying, and respond accordingly
  • Remember to highlight the areas your recruiter advised you to
  • Focus the initial interview on what you can bring to the company


  • Call Accountants One immediately and tell us how it went!
  • Send a handwritten Thank You card to the person who interviewed you
Top 5 Resume Tips

Top 5 Resume Tips

The Objective of a Resume is to get an Interview!

These are just a few of Accountants One’s suggested tips for a resume.

  1. Be concise – limit resume to 2 pages
  2. Use the Bullet Format – this is easy to read
  3. Avoid fancy fonts (typefaces) and page layouts
  4. Tailor your resume to the job description you are responding to — highlight important points or words, particularly those contained in the job description.
  5. Be clear in your writing; do not assume the reader will know what you mean. Do not include an “objective” at the top of your resume. This is risky, particularly if your objective is different than the job description or that of the reader’s.
Implement a Systematic Process for Hiring and Retaining the Right Talent

Implement a Systematic Process for Hiring and Retaining the Right Talent


Upcoming event for high-profile executives interested in innovative hiring strategies.

Date/Time: Thursday, August 15, 2019 7:30 am – 1:00 pm

Venue: Roam Dunwoody, 1155 Mount Vernon Hwy NE #800, Atlanta, GA 30338

Speaker: Dan Erling, CEO and President of Accountants One and author of “MATCH: A systematic, Sane Process for Hiring the Right Person Every Time”

Duration: 5 hours

What is your company’s hiring success rate over the past year? How about retention rate over the past three years? After over a decade of analyzing thousands of hires, Dan Erling has created the MATCH process, a best practice approach to hiring. MATCH virtually guarantees hiring success and leads to cost savings through a 90% retention rate.

In this session for C-suite industry executives, Dan shares how to incorporate MATCH fundamentals into your hiring and retention strategy in order to increase your hiring ROI.

Today’s hiring market demands the rigor and thought contained in this process focused approach to hiring and retention.

Learning Objectives:

  • Leading the charge to get the right people on the bus
  • Making objective people decisions EVERY TIME
  • Ensuring that your team is conducting in-depth interviews and REAL reference calls
  • Creating an on-boarding process that works
  • Testing your hiring ROI

Price: $200

Ticket price includes reservations for yourself and a guest, MATCH Book, breakfast & lunch.

As space is limited, your confirmation of attendance is greatly appreciated. Please do so via email to Julie Foster at juliefoster@accountantsone.com. Once confirmed, Julie will be in touch regarding logistics and other relevant information. 

Please contact Tori Wheeler at toriwheeler@accountantsone.com for additional information.