Why You Cant Approach A Virtual Team Like A Regular One

Why You Cant Approach A Virtual Team Like A Regular OneGetting a virtual kollektiv startedNot so long ago, you could see every person you worked with from your desk. If you had a question for someone, you just had to walk a few cubicles down to ask. You knew all of your colleagues by their facial features, not by their email address.Workdistributions-mix collaboration is significantly different now.In fact, a 2016 survey by RW3 CultureWizard found that around the world, 85 percent of employees have worked on a virtual gruppe. Of those respondents, 41 percent had never met the other kollektiv members in person.While working remotely is becoming the norm, it doesnt come without its challenges, especially for managers of those teams. Heres what you need to know to get the most out of a virtual teamGetting a virtual team startedHiringThe problem When youre hiring virtual team members, location is a big problem. Chances are, not only are the applicants all over the globe, but so is the hi ring team. Different time zones make interview scheduling a nightmare. Not to mention its next to impossible and expensive to get everyone in the saatkorn place in order to interview and evaluate candidates.For many organizations, the next best option is a phone interview. However, this method has severe limitations. If there are multiple members of the hiring team on the call with the candidate at one time, it can be confusing when people begin talking over each other. You also arent able to see the candidate. Subtle, but important, cues from their body language and posture are missed. This leaves you to guessing if the candidate is as confident as they sound.Given these factors, its no surprise that a July 2015 Korn Ferry survey revealed that only 23 percent of executives rank phone interviews as the best way to assess candidates.The Solution One-way, pre-recorded video interviews make location and scheduling irrelevant when hiring a virtual team. Candidates can record their ans wers whenever, wherever. More importantly, members of the hiring team have the same flexibility to review applicants. Since you can easily take a second look at these video interviews, there is no reason to make rash decisions that lead to bad hires. Everyone can take time to think before giving their input. This allows you to make better decisions about which candidates should move on to the next round of the hiring process.Tip Make koranvers everyone on the hiring team understands the difference between video interviews and regular interviews so they can effectively evaluate talent. For example, they can learn a lot about a candidates professionalism based on where they choose to record their responses and what they wear. CommunicatingThe aufgabe While there are dozens of different ways for virtual teams to communicate, they all have their issues. For example, text-based communication, like instant messaging platforms or email, can be easily misconstrued. Without vocal or physical cues, a simple sentence like Is the project ready yet? can be interpreted many different ways.In fact, the aforementioned RW3 CultureWizard survey found 51 percent of respondents said it was challenging to fully understand context without face-to-face communication. Plus, employees begin to feel lonely if theyre spending mora time typing to people than actually speaking to them.The Solution Use video communication whenever possible, especially when the information is particularly important. For instance, when its time to deliver good news to your virtual team, do it via a video conference. This will give everyone an opportunity to see and appreciate the excitement of your accomplishment. When messenger or email are necessary, however, take the time to make sure everything is clearly communicated. Have employees rephrase what youve asked them to do in their own words just like theyd do when practicing active listening.Tip Dont be afraid to get creative with communications. You can use memes or emojis to convey positive emotions more effectively.If you want to set your virtual team up for success, focus on communication. HRClick To TweetOrganizing a virtual teamPlanningThe Problem In any work environment, it can be difficult to decide how to plan and schedule out tasks for a project. With virtual teams, this can be especially tough. You need to be able to determine how much time each step will take and whos the best person for the job.If everyone isnt clear on how theyre supposed to organize their assignments, they will become overwhelmed. In fact, an October 2015 Wrike survey reported that 51 percent of employees found problems surrounding prioritizing tasks stressful.The Solution Have a detailed discussion about what needs to be done with your employees. Take time to decide who will be responsible for which tasks and responsibilities. Prioritize tasks that need to be completed first, and set clear expectations about deadlines. Also, take advantage of technol ogy. There are many organizing/planning platforms like Trello or Teamwork available for a virtual team. These allow you to assign tasks and deadlines to different employees. You can also monitor the teams progress to make sure everyone is on the right track.Tip Identify who on your team is more of a big picture person and who is a details person. Then have each of them go over the game plan so you can be sure everything is covered.Brainstorming The Problem Many believe the best way to solve a problem is to get in one room to hash out ideas. However, this isnt possible with a virtual team. A conference call allows everyone to communicate together, but its difficult to visualize ideas via phone. The Solution Using video conferences makes it easy for everyone to see whos talking so there are less interruptions. Plus, individuals can share any visuals or diagrams that better explain their ideas through screen sharing. Tip Record all brainstorming sessions so they can be reviewed later for more inspiration or to clarify details if questions arise. Executing The Problem Since all the members of a virtual team arent in the same office, it can be difficult to keep each other accountable and on schedule. If one person slacks off, it wont be long before the rest of the team starts to suffer.In fact, in the aforementioned Wrike survey, 44 percent of respondents said a lack of accountability stressed them out at work. With a virtual team, where its not always easy to see how everyone is contributing, there can be a sense of people not executing their part. When something goes wrong, team members assume someone isnt pulling their weight, leading to virtual office conflict.The Solution Create regular progress reports so everyone knows where the rest of the team is on project tasks. Be as transparent as possible, especially with your own contributions. This will set an example for your team to be honest and accountable with each other. If someone does fall behind, have a d iscussion about possible solutions. Ask them if they need more resources or support from you. Encourage other team members to offer ideas on ways the team can get back on schedule.Tip Try to push each other with weekly contests. Each week, the team can vote on which team member has been the most productive or done the best, and be sure to encourage peer recognition on a regular basis.Managing a virtual teamUniting the team The Problem When it comes to a virtual team, absence doesnt always make the heart grow fonder. Its common for virtual employees to feel disconnected from one another. And this can affect trust in the team. In fact, the RW3 CultureWizard found 44 percent of respondents find it challenging or very challenging to establish trust when on a virtual team. As a manager, its important for you to actively develop and nurture relationships between co-workers who have never met.The Solution Find interesting ways to entice team members to get to know each other. Consider pair ing up different members to work together on projects. This way everyone is able to understand their co-workers various work styles. Also, make time for everyone to talk about non-work related matters. You can send around a monthly newsletter that keeps everyone up-to-date on their co-workers lives. Employees can share information about their hobbies or weekend activities as a way to get to know and relate to each other.Tip If you use a intracompany messaging system, have a common chat room where any office banter is free-game just like a company water cooler.Recognizing accomplishmentsThe Problem Its easy for employees in any environment to feel overlooked. In fact, a 2017 Officevibe survey found that 63 percent of employees dont feel they receive enough praise. Since you cant give a pat on the back through a computer screen, virtual employees are even more likely to feel unappreciated.The Solution Its so simple we often forget how far thank-yous go. Make a conscious effort to sho w your gratitude when employees put in a hard day of work. Just be careful that your recognition doesnt lose its sincerity. If you say thanks at the same time for the same reasons, employees will think you dont really mean it. Instead, be clear about what youre acknowledging. Say great job on the sales report this month so the individual can tie the praise to a particular accomplishment.It is also beneficial to record videos recognizing employees. This allows them to see your face and hear your tone so they know how serious you are.Tip Dont privatize employee praise. Be sure to let everyone know whos done especially well lately. That will make the acknowledgement more meaningful for the recipients.Dont let a day go by without acknowledging the hard work of your virtual team. HRClick To TweetEvaluating performance The Problem In a virtual environment, managers often only see the end product, not the process. This can make it difficult to accurately give suggestions on ways employees can improve. Plus, if youre waiting for a completed project or task before providing feedback, it might be too late. Either employees will feel like they are neglected for a long period of time or that the guidance is worthless since the project is over.The Solution The more frequently you check in with virtual employees, the more steps you can see in their process. This increases the chances that you will identify where they can improve more accurately.Schedule weekly meetings with individuals and discuss what theyve been working on. Ask them if theres been anything slowing them down and why its been an issue. This will make both you and the employee more aware of how they approach and complete a task. Tip Use technology, like screen shares, occasionally so you can see if employees are properly using the software and tools at their disposal.