Home

Managing Virtual Teams

With distributed work forces, telecommuting and other flexible work options becoming more and more standard in companies today, managers are still concerned about how to successfully manage workers they cannot physically see. In a recent survey of managers, this was one of their top concerns when faced with managing telecommuters or workers off-site.

This is not necessarily a reflection on the supervisory skills of the managers, nor the trustworthiness of the worker. Instead, it is more about "the way it has always been done." Supervisors, by the mere definition of the word "Supervise" or "over-look" employees. If they cannot see them, how can they supervise? With more jobs being outsourced, both domestically and internationally, these are questions that we are hearing more and more.

The 3 Ms

We need to bridge the gap of the way we do things now, to the way we will be doing them in the future. Tools need to be in place to allow managers to Monitor, Manage and Measure work, both on and off-site. Managers should monitor the progress, the results and the milestones of all workers. Managing problems or issues in a timely manner will help keep work flowing smoothly. Measure progress, achievements, and successes - make it visible for all. If workers are not meeting their deadlines or milestones, if they know others are watching, they will be more likely to step up to make improvements, and those who are achieving will enjoy the recognition, whether they are on or off-site. Workers also need to be aware of their need to be visible to not only their manager, but their teams, co-workers, and other leaders. Managers need to help to make their off-site employees visible to others, as this is often how promotions, advancement, and opportunities are achieved.

Here are some ideas that Managers can incorporate into their 'management toolbox.' Provide opportunities for ALL workers to

lead an important project;
coach others (on-site and off-site) in a particular skill area where they excel (help each one find that skill);
lead a virtual team meeting;
conduct a training session (webinar or on-site if possible)

It is important that the fact that some workers are not on-site is not looked upon as a negative, or a problem. Every effort should be made to highlight and capitalize on the advantages of your distributed work force. Talk to your team, plan a special meeting to discuss advancement criteria in light of the new flexible work options in play in your organization. It's important to have a frank and direct discussion of what is now and what will need to change as employee work habits change. Since new or modified criteria will involve a behavior change on the part of the managers, have everyone agree to hold each other accountable in a professional manner.

Educate Everyone

Remember you are not alone, and you are not the first to undertake such a diversified work environment. Take advantage of Training opportunities, as well as targeted seminars for managers and workers in order to lay the ground work for the future.

Keep one important point in mind, a struggling performer will struggle even more in a telecommuting position, and a manager's poor supervisory, communication, delegation, and team building skills will only be amplified when managing virtual work force. With this in mind, choose your candidates well, provide training where needed to foster success on both sides of the virtual desk.