{"id":42322,"date":"2020-06-08T00:00:00","date_gmt":"2020-06-08T00:00:00","guid":{"rendered":"https:\/\/newrcblog.wpengine.com\/keeping-a-remote-team-accountable\/"},"modified":"2025-03-13T06:26:26","modified_gmt":"2025-03-13T13:26:26","slug":"keeping-a-remote-team-accountable","status":"publish","type":"post","link":"\/us\/en\/blog\/keeping-a-remote-team-accountable\/","title":{"rendered":"Is your remote team struggling with accountability issues?"},"content":{"rendered":"<p>It\u2019s the day before your quarterly <a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/how-to-run-virtual-all-hands\/\" target=\"_blank\" rel=\"noopener noreferrer\">all-hands meeting<\/a>. You\u2019re pumped. Your sales team has been working hard all month, and you\u2019re excited to present.<\/p>\n<p>Usually, it\u2019s Eve, whom you often refer to as your \u201cright hand,\u201d who creates the presentation. You decide to check in (it\u2019s been a while) and ask her how it\u2019s going.<\/p>\n<p>\u201cI couldn\u2019t start on it yet as I\u2019m waiting on the figures from Jim,\u201d she says.<\/p>\n<p>\u201cOkay\u2026 so what about the rest of it?\u201d you ask, panic mounting.<\/p>\n<p>\u201cI\u2026 I\u2019ve just gotten started, it should be done by end of day,\u201d she stammers.<\/p>\n<p>Except, Jim\u2019s been on emergency medical leave. For three days. Eve begins to stutter, and you can hear her glug-glug into a pool of anxiety over the phone.<\/p>\n<p>This is what most managers are afraid of when it comes to remote work. That \u201cwork from home\u201d means \u201cshirk from home.\u201d<sup>1<\/sup>\u00a0 But this isn\u2019t an issue of remote work.<\/p>\n<p>This is an issue of accountability.<\/p>\n<p>In this article we\u2019ll cover:<\/p>\n<ul class=\"table-of-content\">\n<li><a href=\"#What accountability means\">What accountability means<\/a><\/li>\n<li><a href=\"#What to do when employees are irresponsible or unresponsive\">What to do when employees are irresponsible or unresponsive<\/a><\/li>\n<li><a href=\"#The difference in handling accountability issues in a flat organization vs a hierarchical structure\">The difference in handling accountability issues in a flat organization vs a hierarchical structure<\/a><\/li>\n<li><a href=\"#How to build a culture of accountability without losing employee engagement or authoritarian tactics\">How to build a culture of accountability without losing employee engagement or authoritarian tactics<\/a><\/li>\n<\/ul>\n<p>But first, here&#8217;s a quick clip from our Remote Work Masterclass on how to manage a remote team:<\/p>\n<p><iframe sandbox=\"allow-scripts allow-same-origin allow-presentation\" title=\"Remote Work Masterclass ep 03\" src=\"https:\/\/player.vimeo.com\/video\/404885732?dnt=1&amp;app_id=122963\" width=\"500\" height=\"281\" frameborder=\"0\" allow=\"autoplay; fullscreen; picture-in-picture; clipboard-write; encrypted-media; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" sandbox=\"allow-same-origin allow-scripts allow-presentation\"><\/iframe><\/p>\n<p><a name=\"What accountability means\"><\/a><\/p>\n<h2>What accountability means<\/h2>\n<p>18% of top executives say holding others accountable is their greatest weakness.<sup>2<\/sup> Poor performers lower workplace morale, increase the burden on high performers, and negatively affect company culture. Almost a fifth of a leader\u2019s (very valuable) time is sucked into handling poor performance<sup>3<\/sup> and often in these scenarios we hear \u201cX is not doing their job!\u201d or \u201cX needs to be held accountable for this task!\u201d<\/p>\n<p>What exactly does it mean to be accountable, though? According to author and CEO Peter Bregman, \u201c\u2026accountability is not simply about taking the blame when something goes wrong. It\u2019s not a confession. Accountability is about delivering on a commitment. It\u2019s responsibility to an outcome, not just a set of tasks. It\u2019s taking initiative with thoughtful, strategic follow-through.\u201d<\/p>\n<p>For Eve to be accountable, it isn\u2019t enough to throw her hands up and say \u201cI\u2019m sorry, I started on this late.\u201d She would have to pull an all-nighter, find a solution to acquiring the figures she needed for the PowerPoint, <i>and<\/i> get the presentation done on time.<\/p>\n<hr \/>\n<p>Want to learn how to transition your team to a remote work environment? Download this step-by-step checklist for managing a remote team<strong>.<\/strong><\/p>\n<div class=\"download-form-widget standart-download-form\" data-url=\"http:\/\/netstorage.ringcentral.com\/blog\/remote-checklist-3.pdf\" data-id=\"69dbc5cb42b0b\" id=\"69dbc5cb42b0b\">\n\t\t<button tabindex=\"on\"  on=\"tap:69dbc5cb42b0b.toggleClass(class='open')\" class=\"open-modal-download-action download-form-button\" type=\"submit\">\u2705 Get the checklist<\/button><\/p>\n<div class=\"download-form-modal\">\n<div class=\"download-form-modal-body\">\n<div class=\"download-form-modal-content\">\n<div class=\"download-form-modal-title\">\ud83c\udf0e  Keep track of the daily and weekly tasks needed to manage a remote team in this checklist<\/div>\n<form class=\"download-form SMB\" method=\"post\">\n<div class=\"download-form-part\">\n\t\t\t\t\t\t\t<input class=\"download-form-input\" aria-label=\"Full Name\" aria-required=\"true\" aria-invalid=\"false\" type=\"text\" name=\"fullname\" placeholder=\"Full Name\" data-dl-events-hover=\"true\" data-dl-element=\"text\" data-dl-additional-info=\"download form\">\n\t\t\t\t\t\t<\/div>\n<div class=\"download-form-part\">\n\t\t\t\t\t\t\t<input class=\"download-form-input\" aria-label=\"Email (please enter a work email address)\" aria-required=\"true\" aria-invalid=\"false\" type=\"email\" autocomplete=\"on\" name=\"email\" placeholder=\"Email (please enter a work email address)\" data-dl-events-hover=\"true\" data-dl-element=\"email\" data-dl-additional-info=\"download form\">\n\t\t\t\t\t\t<\/div>\n<div>\n\t\t\t\t\t\t\t<input type=\"hidden\" name=\"popup_form\" value=\"1\">\n\t\t\t\t\t\t<\/div>\n<div>\n\t\t\t\t\t\t\t<input type=\"hidden\" name=\"Lead_Entry_Source__c\" value=\"RC Blog\" class=\"download-form-input\"\/>\n\t\t\t\t\t\t<\/div>\n<div class=\"download-form-part\">\n\t\t\t\t\t\t\t<button class=\"download-form-submit\" type=\"submit\" data-dl-element=\"button\" data-no-auto-dl=\"true\" data-dl-additional-info=\"download form\" data-dl-name=\"DOWNLOAD\">DOWNLOAD<\/button>\n\t\t\t\t\t\t<\/div>\n<\/p><\/form>\n<p> \t\t\t\t\t<button on=\"tap:69dbc5cb42b0b.toggleClass(class='open')\" role=\"button\" tabindex=\"0\"  class=\"download-form-modal-close\"><\/button>\n\t\t\t\t<\/div>\n<div class=\"download-form-modal-thank\">Thanks for reading! Visit the RingCentral blog for more WFH tips.<\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<hr \/>\n<p><a name=\"What to do when employees are irresponsible or unresponsive\"><\/a><\/p>\n<h2>What to do when employees are irresponsible or unresponsive<\/h2>\n<p>Scenarios like the one described with Eve can be infuriating. A leader in that position would be right to feel like they can\u2019t \u201ctrust\u201d their employees or colleagues. How is one to remain calm just hours before a big deadline?<\/p>\n<p>In an ideal world, leaders would have prevented these problems by building a culture of accountability and <a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/collaborative-leadership\/\" target=\"_blank\" rel=\"noopener noreferrer\">practicing collaborative leadership<\/a> from the get go. But we don\u2019t live in an ideal world, and most managers are learning on the job. How do we deal with underperforming employees then?<\/p>\n<h3><span style=\"text-decoration: underline;\">Step 1: Introspect<\/span><\/h3>\n<p>Begin with self awareness. Before arriving at the conclusion that it\u2019s the employee\u2019s fault, did you rule out the possibility that <i>you<\/i> might be contributing to the situation? Have you done your very best to set your employee up for success by clearly communicating your expectations, <a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/workflow-management-tools\/\" target=\"_blank\" rel=\"noopener noreferrer\">fine-tuning inefficient workflows <\/a>\u00a0and being available to help?<\/p>\n<p>Bear all these in mind so that you\u2019re fair to your employees while speaking with them in the next steps.<\/p>\n<h3><span style=\"text-decoration: underline;\">Step 2: Communicate<\/span><\/h3>\n<p>Feedback is always difficult to take, no matter how constructive and beneficial it may be. Not only that, working remotely tends to make people more anxious about their mistakes.<sup>4<\/sup> Here are some tips to handle a feedback conversation delicately:<\/p>\n<h4><b>1. Point out the transgressions and the problematic behaviors as soon as you see them<\/b><\/h4>\n<p>Notice your direct report is <a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/virtual-meeting-etiquette\/\" target=\"_blank\" rel=\"noopener noreferrer\">nodding off in a video meeting<\/a>? Shoot them a quick private message, the virtual equivalent of \u201ctaking a person aside\u201d and respectfully let them know what you\u2019re noticing, maybe even giving them the benefit of doubt. Focus on being helpful (\u201cHave you been sleeping well? What\u2019s going on?\u201d) rather than calling them out (\u201cThis is rude, please stop it\u201d).<\/p>\n<p>You want to do this instantly, as not doing so might build up more distrust and room for misunderstanding later.<\/p>\n<h4><b>2. Ask questions and listen intently<\/b><\/h4>\n<p>Once you\u2019ve pointed out problematic behaviors a few times, it\u2019s safe to take the conversation to the next level. Do this with curiosity, not anger.<\/p>\n<p>Maybe they nodded off in a video meeting last month, skipped a virtual coffee this month, and missed two deadlines consecutively after that. Probe for the deeper reasons or the underlying cause. Ask if they\u2019re aware of the consequences of those slip ups: \u201cJim had to work overtime to make up for the delay in your submission last week.\u201d<\/p>\n<p>Rather than stating the issue in an accusatory way (maybe they have a family emergency going on), see if you can help the individual arrive at the conclusion themselves as this is less threatening.<\/p>\n<h4><b>3. Explore solutions<\/b><\/h4>\n<p>Take a collaborative approach to resolving the issue. Perhaps your conversation might have thrown light on the inefficiency of a particular process consisting of using too many different <a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/remote-working-tools\/\" target=\"_blank\" rel=\"noopener noreferrer\">remote working tools<\/a> (which took up all your employee\u2019s time) or your employee might be struggling with childcare at home. Rather than telling the employee what to do, allow them to take ownership of the problem and come up with a solution on their own.<\/p>\n<p>And then, express that you\u2019ll always be available to help if needed. It might help to institute a way to measure the outcome and set a time-based goal: \u201cI\u2019ll make it a point to address the long-windedness of the workflow, but can we bring down the number of errors in the documentation to at most two to three per quarter?\u201d<\/p>\n<p>Have the final decision in writing so everyone is on the same page.<\/p>\n<p><span style=\"font-weight: 400;\">[ebook-download title=&#8221;Learn more about managing your finances as a remote team&#8221; src=&#8221;&#8221; link=&#8221;\u200bhttps:\/\/www.ringcentral.com\/remote-work-finance-playbook.html\u200b&#8221;]<\/span><\/p>\n<h3><span style=\"text-decoration: underline;\">Step 3: Apply consequences<\/span><\/h3>\n<p>If the situation doesn\u2019t improve after you\u2019ve put in the time and energy, it might be down to the fact that the employee is simply not equipped with the skills (or the desire) to change things.<\/p>\n<p>At this juncture, you might need to introduce a consequence such as a probation or a termination. Of course, this decision shouldn\u2019t be made lightly, and should only be a last resort.<br \/>\n<a name=\"The difference in handling accountability issues in a flat organization vs a hierarchical structure\"><\/a><\/p>\n<h2>Accountability issues in a flat organization vs one with a hierarchical structure<\/h2>\n<p>Authority exists to help leaders exercise accountability\u2014in typical hierarchies, the leader is accountable for their team and is provided with the authority to be able to enforce it. It makes the job of the manager a whole lot easier\u2014and maybe this is why this system has thrived for centuries.<\/p>\n<p>But in this era of human-centred and employee-centred companies, nobody likes being \u201ctold what to do\u201d or taken to task like schoolchildren. People resent managers who \u201cclamp down\u201d or lean too heavily on their position to command, rather than influence, action.<\/p>\n<p>Enter \u201cflat\u201d organizations, designed so there are fewer managers (who have broader spans of control), and employees have more responsibility and decision-making autonomy. Research shows that communication, accountability and collaboration thrive in flat organizations.<sup>5<\/sup> Which is better for nourishing a culture of accountability?<\/p>\n<p>The answer is: it depends. While many managers take to flat structures well, there are some who feel uncomfortable with relinquishing control. Some employees simply prefer being told what to do.<\/p>\n<p>Either way, accountability issues in flat and hierarchical organizations are not too different from one another. A flat company can suffer as much from poor communication as a hierarchical one.<\/p>\n<p>Sometimes, a heavily hierarchical company with intellectually and emotionally competent managers at every level can also have a great culture of accountability. (Think of the \u201cacademy\u201d companies in the \u201870s, like Procter &amp; Gamble and General Electric. Or even the British East India Company.)<\/p>\n<p><a href=\"https:\/\/www.ringcentral.com\/remote-work-playbook.html\" target=\"_blank\" rel=\"noopener noreferrer\"><img decoding=\"async\" class=\"aligncenter size-medium wp-image-6434\" src=\"\/us\/en\/blog\/wp-content\/uploads\/2020\/07\/remote-work-playbook.png\" alt=\"Remote work playbook\" width=\"695\" height=\"247\" \/><\/a><\/p>\n<p>Whether you\u2019re managing in a flat or a hierarchical organization, it comes down to <a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/remote-hiring-with-ringcentral-video\/\" target=\"_blank\" rel=\"noopener noreferrer\">hiring the right people <\/a>and building a culture of accountability.<br \/>\n<a name=\"How to build a culture of accountability without losing employee engagement or authoritarian tactics\"><\/a><\/p>\n<h2>How to build a culture of accountability in remote teams<\/h2>\n<p>According to Joseph Grenny, co-founder of corporate training and leadership development company VitalSmarts, the strength of a team and its culture of accountability are closely related. He writes, \u201cIn the weakest teams, there is no accountability. In mediocre teams, bosses are the source of accountability. In high performance teams,<b> peers manage the vast majority of performance problems with one another.<\/b>\u201d<sup>6<\/sup><\/p>\n<p>Wouldn\u2019t it be amazing for a manager to have accountability issues take care of themselves in the first place? Here are some tips to achieve that:<\/p>\n<h3><span style=\"text-decoration: underline;\">1. Define everything<\/span><\/h3>\n<p>Define goals and objectives at the company-wide level, team level, and individual level. Show employees why these goals are meaningful, align them with their individual roles (or learning and development paths), and help them see the importance of their contributions.<\/p>\n<p>Make sure they know exactly what their key performance indicators (KPIs) are and how they\u2019ll be measured.<\/p>\n<h3><span style=\"text-decoration: underline;\">2. Measure kindly<\/span><\/h3>\n<p>Constantly measuring an employee and flooding them with \u201cdesired outcomes\u201d and indicators can be demoralizing if it\u2019s not done right, such as when it\u2019s not accompanied with care and positive motivation.<sup>7<\/sup><\/p>\n<p>So, don\u2019t over-rely on metrics alone, and always take into consideration the other influences on an employee\u2019s performance (colleagues, disability, pressure in their personal life, etc). An employee, though paid to produce value for your company, is more than just their performance on KPIs. Respect that.<\/p>\n<h3><span style=\"text-decoration: underline;\">3. End \u201cunspoken rules\u201d<\/span><\/h3>\n<p>It is not fair to call out an employee for failing to perform to an expectation they weren\u2019t aware of. Unspoken rules just create confusion and exacerbates feelings of isolation and \u201cleft-out\u201dness that plagues remote workers.<sup>8<\/sup><\/p>\n<p>Overcommunicate instead of leaving things up to interpretation\u2014it\u2019s okay to have the occasional long meeting, and it\u2019s well worth it if you can use that time to clearly address areas where the team is underperforming.<\/p>\n<p>Don\u2019t just leave everything to email. Try to use a communication platform that gives you different options like video conferencing and team messaging. For example, here\u2019s how it works in RingCentral\u2019s app:<\/p>\n<p>Having clear <a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/communication-channels\/\" target=\"_blank\" rel=\"noopener noreferrer\">communication channels<\/a> is especially important in a remote team environment where you aren\u2019t all in the same room, and is one of the best ways to encourage your team to, y\u2019know, talk to each other.<\/p>\n<div class=\"tip\">\n<div class=\"tip-heading\"><b>Pro-tip:<\/b><\/div>\n<p>You might also find that a <a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/how-to-create-wfh-policy\/\" target=\"_blank\" rel=\"noopener noreferrer\">work-from-home policy<\/a> will come in handy.<\/p>\n<\/div>\n<h3><span style=\"text-decoration: underline;\">4. Work on employee engagement<\/span><\/h3>\n<p>Yes, a team of thriving and <a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/keep-remote-employees-engaged\/\" target=\"_blank\" rel=\"noopener noreferrer\">engaged fully remote employees<\/a> isn\u2019t only possible, it\u2019s also being done at companies like Zapier, Doist, and Automattic.<\/p>\n<p><a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/employee-engagement-survey-questions\/\" target=\"_blank\" rel=\"noopener noreferrer\">Conduct employee engagement surveys,<\/a> invest in <a href=\"https:\/\/www.ringcentral.com\/small-business\/blog\/virtual-team-building-activities\/\" target=\"_blank\" rel=\"noopener noreferrer\">virtual team building activities<\/a>, and motivate your team to believe in your business\u2019 purpose\u2014your employees will be <i>happy<\/i> to be accountable for goals they\u2019ve had a role in shaping.<sup>9<\/sup><\/p>\n<h3><span style=\"text-decoration: underline;\">5. Choose to be helpful<\/span><\/h3>\n<p>Most managers and senior leaders are in these positions precisely because they\u2019ve got tons of experience handling the very professional issues that their teams might be facing at present. They\u2019re in the perfect position to be helpful.<\/p>\n<p>Plus, 79% of millennial employees want a coach or mentor instead of a \u201cboss\u201d in the traditional sense.<sup>10<\/sup> So, think about your approach. Constantly \u201cchecking in\u201d and asking for updates might make you seem like you\u2019re breathing down the neck of your employee and lead to hostility\u2014instead, why not approach with helpfulness and curiosity?<\/p>\n<h3><span style=\"text-decoration: underline;\">6. Discuss problems as soon as you identify them<\/span><\/h3>\n<p>A good barometer for the health of teams and businesses is the average lag time between identifying and discussing problems. Resolving problems quickly improves relationships. Grenny adds, \u201cThe longer the lag, the more room there is for mistrust, dysfunction, and more tangible costs to mount. The role of leader is to shrink this gap.\u201d<\/p>\n<h3><span style=\"text-decoration: underline;\">7. Provide feedback<\/span><\/h3>\n<p>Set up regular check-ins or coaching calls (preferably on video) and let your team know how they\u2019re doing. Don\u2019t forget to praise for a job well done.<\/p>\n<p>Employees who feel cared for by their teammates and managers will <i>want<\/i> to come through and feel less anxious about talking about their performance.<\/p>\n<p><a href=\"https:\/\/ringcentral.valuestoryapp.com\/remote-readiness\" target=\"_blank\" rel=\"noopener noreferrer\"><img decoding=\"async\" class=\"aligncenter size-full wp-image-48171\" src=\"\/us\/en\/blog\/wp-content\/uploads\/2021\/01\/Remote-work.png\" alt=\"remote work readiness quiz\" width=\"1000\" height=\"440\" \/><\/a><\/p>\n<h2>Let\u2019s get your remote team accountable<\/h2>\n<p>Under immense pressure and accountable for larger company goals themselves, leaders often find themselves on a short string and act out of frustration. They bark orders, badger, or plead. Some throw up their hands in despondence, or worse, behave passive-aggressively.<\/p>\n<p>These reactions are unproductive and stress everyone out, potentially damaging the relationship irreparably.<\/p>\n<p>Grooming a team of responsible and motivated employees is, therefore, as much about technique and knowhow as it is about patience. You know the basics of building an accountable team. Time to take a deep breath and collect all the calm you can muster. It\u2019s going to be a tough but ultimately rewarding journey ahead.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<hr \/>\n<div style=\"font-size: 14px;\">\n<p><sup>1<\/sup> <a href=\"https:\/\/smallbusiness.co.uk\/stay-home-staff-admit-shirk-work-2537119\/\" target=\"_blank\" rel=\"noopener noreferrer\">smallbusiness.co.uk\/stay-home-staff-admit-shirk-work-2537119\/<\/a><\/p>\n<p><sup>2<\/sup> <a href=\"https:\/\/resources.predictiveindex.com\/ebook\/ceo-benchmarking-report-2019\/\" target=\"_blank\" rel=\"noopener noreferrer\">resources.predictiveindex.com\/ebook\/ceo-benchmarking-report-2019\/<\/a><\/p>\n<p><sup>3<\/sup> <a href=\"https:\/\/execed.economist.com\/blog\/career-hacks\/dont-let-low-performers-destroy-your-company\" target=\"_blank\" rel=\"noopener noreferrer\">execed.economist.com\/blog\/career-hacks\/dont-let-low-performers-destroy-your-company<\/a><\/p>\n<p><sup>4<\/sup> <a href=\"https:\/\/hbr.org\/2020\/05\/how-to-manage-an-employee-whos-struggling-to-work-remotely\" target=\"_blank\" rel=\"noopener noreferrer\">hbr.org\/2020\/05\/how-to-manage-an-employee-whos-struggling-to-work-remotely<\/a><\/p>\n<p><sup>5<\/sup> <a href=\"http:\/\/psrcentre.org\/images\/extraimages\/40%20413093.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">core.ac.uk\/download\/pdf\/54187702.pdf<\/a><\/p>\n<p><sup>6<\/sup> <a href=\"https:\/\/hbrascend.org\/topics\/the-best-teams-hold-themselves-accountable\/\" target=\"_blank\" rel=\"noopener noreferrer\">hbrascend.org\/topics\/the-best-teams-hold-themselves-accountable\/<\/a><\/p>\n<p><sup>7<\/sup> <a href=\"https:\/\/www.gallup.com\/workplace\/231659\/performance-measures-motivate-madden-employees.aspx\" target=\"_blank\" rel=\"noopener noreferrer\">gallup.com\/workplace\/231659\/performance-measures-motivate-madden-employees.aspx<\/a><\/p>\n<p><sup>8<\/sup> <a href=\"https:\/\/www.igloosoftware.com\/state-of-the-digital-workplace\/\" target=\"_blank\" rel=\"noopener noreferrer\">igloosoftware.com\/state-of-the-digital-workplace\/<\/a><\/p>\n<p><sup>9<\/sup> <a href=\"https:\/\/hbr.org\/2019\/11\/why-are-we-here\" target=\"_blank\" rel=\"noopener noreferrer\">hbr.org\/2019\/11\/why-are-we-here<\/a><\/p>\n<p><sup>10<\/sup> <a href=\"https:\/\/www.octanner.com\/insights\/articles\/2018\/9\/14\/_2018_global_culture.html\" target=\"_blank\" rel=\"noopener noreferrer\">octanner.com\/insights\/articles\/2018\/9\/14\/_2018_global_culture.html<\/a><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>It\u2019s the day before your quarterly all-hands meeting. You\u2019re pumped. Your sales team has been working hard all month, and you\u2019re excited to present. Usually, it\u2019s Eve, whom you often refer to as your \u201cright hand,\u201d who creates the presentation. You decide to check in (it\u2019s been a while) and ask her how it\u2019s going. &#8230;<\/p>\n","protected":false},"author":29,"featured_media":46395,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[17901,18390],"tags":[18241,18242],"class_list":["post-42322","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-leadership","category-communication-and-collaboration","tag-accountability-at-work","tag-accountability-in-remote-teams"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v19.3 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Is your remote team struggling with accountability issues? | RingCentral<\/title>\n<meta name=\"description\" content=\"Learn how to keep your remote or distributed team accountable with these tactics, even when everyone is in different 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