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Build a working team in one minute

Build a working team in one minute

Build a working team in one minute

For several years, with the growth of the digital age, telecommuting has become popular among organizations and companies. But this telecommuting has not always been easy, and many organizations have failed in their telecommuting. Creating a productive and happy telecommuting team is one of the most important challenges for digital age companies.

With Trello, to a large extent, the worries and fringes of this matter have been minimized. But what are the prerequisites for creating a telecommuting team?

1. Specify the telecommuting model of your telecommuting team.

There are many models of telecommuting and remote interaction. You need to first understand these models in terms of how you work and the characteristics of your employees, and choose the most appropriate one.

Non-remote team

In a non-telecommuting team, everyone works together in an organization.

Advantages:

  1. High cooperation and participation
  2. Easier management and control

Disadvantages:

  1. High organizational costs (salaries and benefits, etc.)
  2. Impossibility of attracting talented forces without spatial restrictions (from any geographical area)

Multiple teams

When an organization opens offices and branches in different geographical areas and teams work in person in each of them, multiple teams are formed that you need a powerful tool to manage them seamlessly.

Satellite staff

When the organization hires several people remotely in addition to having teams and in-person; These people are called satellite employees.

All telecommuting team

In a full-time team, everyone works remotely from any geographic area, and people have no face-to-face contact with each other. Depending on the type of telecommuting model you choose, you need to create an inclusive organizational culture for your team. For example, if you have satellite staff, do not differentiate between them and your staff. Everyone on your team, whether telecommuting or not, should follow the same and inclusive organizational culture:

  • The same for holidays, days off and medical care
  • Equal performance management and job growth opportunities
  • The same way of communication and interactions within the organization
  • Same work practices such as explaining issues, meetings and…

Also, the people you hire as telecommuters may have different cultures, so you should treat them all with respect. Try to know their time, religion and holidays and adapt your work plans to them. A great organizational culture does not take shape on its own, but requires time, planning and effort.

3. Communicate

Communicating with telecommuting teams and staff is difficult. In face-to-face communication you can use body language, cultural cues and… for better interaction, but this is not possible in virtual communication. To solve this problem in virtual communication, you need to define specific behavioral norms for your team and communicate with them a lot:

  1. Identify the virtual tools you use to communicate.
  2. Define customer service response time.
  3. Develop virtual meeting customs. Evaluate norms and practices by identifying norms and maintaining the best for your team.
  4. Choose the right tool for your telecommuting team.

Choosing the right tool to work with will help your telecommuting team better communicate with each other and get responsibilities done properly. This can prevent abuse, underemployment or frustration of team members from the organization.

Jalal Mohammadzadeh published on A.O.I.T

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