Chapter4: HowSuccessfulRemoteTeamsEvaluateEmployees 38 outhowIwasdoing.Now,Iwasmissingthoseseeminglycrucialcues,andthat mademefeartheworst. I wassufferingthroughImposterSyndrome—thefeelingthatIwasafraud,that I wasn’t worthy of myposition,andthatsoonerorlater,someonewasgoingto find out. I had a sneaking suspicion that I couldn’t be the only one who felt this way. After interviewing leaders at established remote teams, my suspicions were confirmed: This feeling is largely normal. “The struggle is real. Those first few days working remote seem so awkward, and you’ll spend at least 10% of your time wondering if you’re doing the right thing,” confirms Greg Ciotti, Content MarketingLeadShopifyandformermarketeratHelpScout. SoIstartedthinking:IsthereanywaytopreventImposterSyndromeinremote teams? And what’s it like for managers who need to evaluate these conflicted remoteemployees?Herearesomebesttricksofthetradefromcompanieslike HelpScout,GitHub,andAutomattic. MakeNewTeammatesFeelWelcomefromthe Start Remote environments can be intimidating for new employees, particularly if they’re coming from a traditional, co-location office setting. One practice that helpedmeearlyonatAutomatticwashavingaveteranemployeeasa“buddy” to help me navigate the uncharted waters. I’m not alone in my desire for camaraderie in remote workplace. Ciotti recom- mendsthebuddyapproachtohelpnewemployeesfeelwelcome.There’seven scienceindicatingthatemployeeswhohavefriendsatwork“getsicklessoften, suffer fewer accidents, and change jobs less frequently.” Ciottioffersfivetangibletakeawaysforbuddiespairedupwithnewemployees: 1. Shootthenewemployeeaquickemailbeforetheystarttowelcomethem to the team. Don’t use email? Slack or any other communication tool will work.