Remote workers are able to enjoy the benefits of flexibility, better health and time savings because they do not have to commute. But with these ‘perks’ also comes the responsibility of employers to take a deeper look at the day-to-day distributed team challenges.
If they are not addressed, these issues can have a negative impact on performance, engagement, or even lead turnover. Employers must adopt new rules and tools if they want to retain their distributed team and attract top talent.
1. Feelings disconnection between team members, both new and old
Challenge: The “connection void” is a problem that affects many distributed teams. The ability to maintain genuine connections with colleagues behind a computer.
It’s different from sharing a lunch with colleagues or having a cup coffee to spark ideas.
These moments of sporadic team communication improve dynamics. They humanize work. They create a sense of belonging. They connect teams by creating collaborative bridges. Working remotely may also lead to silos. We eat alone and “see less” team members from other departments.
Solution: Leaders should be aware of the “connection-gaps”, and create scenarios that allow people to communicate authentically. When investing in moments for virtual teams to meet face-to-face, such as workshops, bonding sessions, or strategy meetings, budget and coordination are often a challenge. These moments are vital for creating company ambassadors, driving performance and engagement. They also reduce employee turnover.
Virtually, anything that cannot be done physically should be done. Everything comes down to mentality. Prioritize the human connection because it will make work more creative and innovative.
2. Productivity issues
Challenge: Productivity issues are not always due to your employees’ inability of managing their time. Many employees feel more productive if they work remotely. Processes are often the cause of productivity problems.
If there’s no “code” of conduct that guides teams, they could use different tools or methodologies. These tools and norms ensure that all teams work from the same base. This eliminates any confusion and allows employees the focus they need to do their jobs.
Solution: Set meaningful norms for remote work and use the right tools. Working norms are guidelines for how to work together. For example, we determined that meetings can only be held between 10am – 4pm to leave time for focus work at the beginning and end of the day.
3. It is difficult to maintain a company and team culture
Challenge: It is important for companies who have made the transition from office work to remote working to recognize that their company’s culture will not transfer automatically. It is important to make a concerted attempt to keep your company culture alive and reflect it in both the remote team and new reality of work. The values that are preached by a company should be reflected on a daily basis in the management and operations of the organization. The shift towards distributed teamwork has often led to a culture that is not well maintained.
Solution: Make a list of your work values. If you are unable to transfer something into a distributed workplace environment, re-imagine the situation in a remote setting.
Leaders and team leaders need to brainstorm about how they can make values tangible and meaningful for remote teams. This must be authentic. Do not hesitate to establish new traditions or ask your team to share their opinions. It’s the glue that will hold your distributed team together.
4. Reduced team communication and coordination
Challenge: No more bantering or “popping in” to the boss’ office. All communications in a distributed workforce are now planned ones, meaning there risks being less of them. This “threatens” managers’ ability to monitor their team members engagement and well-being. Informal communication, such as the sporadic checks-ins, was a great way to learn how people were feeling.