Top three key incites to building a strong virtual team

Given the current state of the world in 2020, we have seen a drastic increase in the amount of people working from home. Many managers have had reservations about this new style of work, including doubting productivity of their teams and the control of efficiencies.

Surprisingly, research from Prodoscore, a leader in employee visibility software, announced that they saw a 47% productivity increase in 2020 despite the increased numbers of employees working from home.

It leaves many to wonder: how is that possible?

From what we in the HR industry have seen, implementing key components can help teams get more done, while even fostering the ability for a healthy work-life blend. Some of these components include, adjusting your management style to be conducive of new needs, effective channels of communication, and leading by example.

Management

One major component found to be necessary for success in this ever challenging climate is in that of productive management. How a manager communicates and responds to their team can make or break the trust component of this new world. Whether in office or at home, expectations of productivity exist.

It is not fair to assume a person at their desk is more efficient than one at their kitchen table. Just like there are distractions at home, there is also little to prevent someone in office from scrolling through the internet on their phones aimlessly if they so choose. In fact, according to a study byLeadership IQ, over 76% of people whose work ethic was categorized as “medium to high productivity” while working in the office, said that their productivity remained the same or improved while working from home.

A good manager should take the approach of expecting the best outcomes and intentions regardless of the environment. Subconsciously many people do what was asked of them, so expecting the best will likely yield the best results.

Another management style that will foster trust and productivity is that of flexibility. Set expectations with the autonomy of how to achieve ones objectives, allowing employees when possible, to work in a situations that best suits them. One person may thrive during early morning hours, producing work far greater than that of a sluggish afternoon. In another situation a parent of a toddler may be best suited completing their morning routine and putting their child down for a nap. It is in those quiet few hours that they may find themselves more productive due to having less distractions.

These scenarios not only allow an employee to feel respected and appreciated, but also allow them their freedom to manage their work and home life. Finding accommodating solutions that best work for your employees will lead to happier team members and more productivity.

Communication

The second key component of a building a strong virtual team is the ability to establish trust in communication. While always an important factor to any good relationship, it is now more important than ever to have clear lines of communication.

While working from home, people may have different distractions that they are not accustomed to, so things may take a little longer to process. As a manager, make sure to respond to emails quickly. This will give the employee the maximum amount of time to complete the task at hand.

Virtual meetings have become the new way to interact. While people may not realize the impact of face-to-face communication, it is important to realize that so much can get lost in written text. It is vital to leave your cameras on and speak to each other as much as possible. Having facial expression as well as inflection of voice keeps communications clear. These small steps do not only decrease miscommunications, but create a sense of trust and comradery, allowing your employees to feel engaged, keep everyone in the loop, and feel as though they are part of a team.

Along with team meetings, managers should make it a point to check in with each employee weekly. These routine discussions can be casual, formal, about work or just to catch up. The conversation should be used to find ways to support the employee however possible. A manager that is available to their team, with scheduled check-ins and group meetings, can decrease the chances of one feeling lost and isolated in their inbox.

Lead by example

The third, and quite possibly most important way a manager can instill trust on their virtual team is to lead by example. Few people respond well to the “do as I say, not as I do” attitude. If you are a manager and conduct yourself the manner which you have come to expect of your team, they will be more likely to respect you.

Things like turning your cameras on in a meeting, communicating when you need to step away from your desk, taking breaks when needed and so on will help to show employees what is expected and what is accepted of the individual.

By allowing team members to create and thrive in an environment that best suits their needs, continually and openly communicating to your team, and leading by example in all aspects of a leadership role, managers have the perfect combination to navigate their team through these unchartered waters. These times have brought on so many challenges, but have also afforded us the opportunity to be creative, respectful and productive in ways and on a scale that we have never been before.