![]() ![]() ![]() Team building: A virtual team is still a team.Clear guidelines and policies: A culture of trust is often grounded in a healthy understanding of expectations: Is a person expected to be “in the office” (or accessible for communication online) by a certain time or for a certain number of hours a day? How is performance measured? What devices and applications are approved for business use? And so forth.This can be particularly beneficial to any recruiter or hiring manager operating in an especially competitive local labor market, or facing skills shortages for particular roles.Īlthough there’s no single “right” way of working remotely, there are some general best practices to create the conditions for success. Recruiting and hiring advantages: Hiring for a remote workforce can greatly expand a manager’s pool of potential candidates, because they don’t need to be local and/or the company does not need to offer expensive relocation packages.Reduced need for corporate office space: Organizations with a significant remote workforce usually require less physical office space, which means savings and greater long-term flexibility.This can be a boon for business continuity planning, particularly in any unexpected or emergency scenarios where employees would suddenly be unable to work on site. Enhanced business continuity: Virtual teams are often more naturally adaptable because they do not need to be in the same location to do their jobs.Someone who would otherwise spend 30 minutes commuting each way would save five hours a week by working at home, in addition to saving on transportation costs. This often means that a remote worker regains significant time in their lives each week. Decreased or eliminated commutes: Remote workers tend to spend less time traveling to and from their work location, especially if they opt to work in a home office.Healthy culture: High-performing virtual teams usually have cultures of trust and teamwork, often focused more on results than on “face time” or hours spent in the office.A culture that promotes remote work also includes supportive management that believes in the remote approach and empowers individuals and teams to be successful with this style of work.īoth individuals and organizations tend to choose remote work because it offers some clear-cut benefits compared with traditional on-site work.This requires secure, high-quality applications and platforms for technologies like chat, videoconferencing, file sharing, remote desktops, and other regular business needs. Communication and collaboration tools: Remote workers need to be able to work together as if they were all in the same location.Strong, reliable connectivity: Virtual teams depend heavily on fast internet and mobile technologies that can support intensive use.While there is no single blueprint for this strategy, a successful remote workforce usually shares some common characteristics, including: Culturally, for remote work to be successful there needs to be an assumption that a person or team will work off-site as a norm. Remote working requires a mix of the right culture, processes and technology geared specifically around enabling virtual teams to work successfully from anywhere.
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