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Keep Your Virtual Team Fulfilled & Challenged

Matt Grofsky, Ytel |  
With the power of technology at our fingertips more than ever before, virtual teams are popping up all over the globe and allowing companies to grow, scale, and offer much more from a competitive standpoint. Virtual teams bring all new opportunities for communication, teamwork and collaboration. This post is all about new ways to set your virtual teams up for success through challenge and fulfillment. Check it out! 

With the power of technology at our fingertips today, virtual teams are popping up all over the globe and allowing companies to grow, scale, and offer much more from a competitive standpoint.

Be realistic with deadlines

Regardless of what you may think, distance complicates things, especially when it comes to projects and tasks. Time zones, different work hours and language barriers can add confusion where there typically wouldn't be any. Plan accordingly and you won't be nearly as affected by this, and your remote employees will follow suit.  

Include Remote Employees in Everything Company Related

Running a company wide competition? Got an announcement to share with your team? Make sure your remote employees are informed and included in everything! This will encourage more team-fueled interactions between on-site and remote employees, and get everyone chatting more and getting to know each other better. This is a great strategy to introduce new team members and get everybody on the same page. 

Create a Virtual Water Cooler

Whether your team uses Slack (our favorite!), Google Hangouts, Skype, or any other communication tool, create a channel where everyone company-wide can visit to share articles, funny videos, relevant (or irrelevant) news, and anything else. Creating this space allows for company-wide communication and building trust and that highly valuable feeling of camaraderie.

Manage Results, Not Activity 

If you think they're capable enough to hire them, you should trust them enough to monitor their results, not their daily activity. Doing so will benefit both of you in the short and long term, and here's how. Monitoring daily activity takes up a lot of time and resources, while the hires you make are (hopefully!) fully capable of managing that time on their own. Set the expectations early on, leave them be on the day to day and see how they perform in the first 30 days. If they're achieving the goals you've set for them, that's the employee you want on your team! If they aren't, it makes the conversation easier that it's time to part ways professionally.  

On the other hand, putting virtual employees under a microscope every day will reveal the employees who don't get much done, which makes the employee trial period an effective one to discover who is productive and who isn't. It's really up to your leadership team on how they want to manage their virtual teams. Test it out and see what works best for you. 

Meet Up Annually 

If it's possible from a travel and budget standpoint, plan a few meet ups each year so you can work together in person so those remote employees can get the experience of working in office with their coworkers. The constant work from home schedule can be grueling for some people, so it's nice to have the opportunity to switch it up. This will maintain your team's motivation, keep all your employees on the same page, fuel collaboration and encourage new ideas. 

For more tips on managing virtual teams, check out this post! 

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About The Author

Matt Grofsky, Ytel

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Matt provides Ytel with avenues to do things different. As a software developer with close to 20 years experience, Matt is aggressive on deliverables and is able to get projects done. Matt is a successful inventor and has been founding companies with Nick for the past 15 years.


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