Learn to leverage new technologies and tools to keep your team motivated and engaged remotely with Ellen Stafford of Vidyard.


Ellen Stafford
(Director of Business Development, Vidyard)


– All-in-one video platform for business
– Screen recording, video hosting and
  management, integrations into business
  tools, enterprise-level features 


– The “why” behind what we do
– Further reading: Drive: The Surprising Truth
  About What Motivates Us
by Daniel H. Pink

Types of Motivation
1. Extrinsic
  – Doing something to produce an outcome
    such as receiving a reward (carrot) or avoid
    a punishment (stick)
  – If, then incentives
  – Can be useful in certain scenarios for
    SDRs (commissions, performance
    improvement plans, etc.)
  – When used alone, often only motivates
    short term behaviors and short term results
2.  Intrinsic
  – Inner drive that encourages someone to
    perform an activity
  – From Daniel Pink, 3 types:
      a.) Autonomy – is trusted by their leader,
      feels like they take ownership of their
      task and their outcomes
      b.) Mastery – is challenged by what they
      are doing and feels like they are
      constantly learning and getting better
      – somewhere between boredom and
      anxiety, challenged in a healthy way
      c.) Purpose – understand the impact they
      are making for the team, for the company,
      and for themselves
      – better, more lasting results 


Engaging Your Remote Team
– Benefits to being part of a team
  – SDR Grind – we’re in this together
  – Gaining energy from others
  – Learning from each other
– The shift to remote survey asked teams what
  they missed the most and what used to give
  them the most energy: missing their
  teammates and team dynamics
– Solution to recreate this remotely 


Building the Right Team
– Starts with hiring the right people for your
  remote team
– Hire for soft skills vs. what can be taught
– Experience is a plus
– Ask interview questions around:
      – Drive
      – Ability to take ownership
      – Genuine curiosity & Love for Learning
      – Trustworthiness
      – Creativity
      – Self-awareness 


Your Remote Team Culture
– Build a culture of accountability
  – Set clear expectations
  – Allow flexibility in how they get there
– Demonstrate trust
  – Avoid micromanagement!
  – Something seems off? Assume the best
    intentions and seek to understand
  – Feeling like a team member doesn’t trust
    you is very demotivating
– Exemplify work/life balance – try not to
  reach out off hours unless extremely critical
– Give them ownership: promote
  collaboration & solicit frequent feedback on
  what’s working and what isn’t, stop-start-
  continues, surveys
  – make sure they have a voice in defining the
  workplace culture 


Team Communication
– Over-communicate with your team
– You can’t that things are learned organically in a
  remote team
– Build an effective team communications
  plan that doesn’t rely on virtual meetings only
  – Asynchronous updates: Executive updates,
    campaign reviews, process changes
  – Virtual team meetings: Q&A’s from updates,
    enablement, guest speakers, hot topics, results