Work from home!
Make great money simply stuffing envelopes!
Remember these slogans that promised a utopian career where one could actually make a living and never leave home? In 2013, working from home is not only a reality, it is becoming a readily accepted norm. According to a study conducted by Nemertes Research, the number of virtual employees in the United States in the last five years has increased a staggering 800 percent. The reasons for this shift vary from cost savings to higher employee satisfaction, but the reality is the landscape is changing. Great business leaders need to embrace the virtual possibilities and capitalize on the strengths of this growing sector. Virtual workforces can create tremendous benefits for an employer, presuming a strong virtual team has been created. The question then becomes, “How?”
1. Expectations & Accountability
Setting expectations for employees in any setting is key. Whether virtual or face to face, employees need to know exactly what their job parameters are and how they will be held accountable. This can be conveyed via group or one-on-one meetings, but regardless of the delivery format, the end result should be a written set of expectations that both parties agree upon. Some particulars for virtual employees that might be included in those are: expected hours of availability; technology requirements (hardware, software, internet, cell); maintenance of equipment; and potential travel requirements (for any face-to-face meetings).
2. Training
Working from home may sound like a dream job to many. What could be better than rolling out of bed, grabbing a cup of coffee and working in one’s pajamas, right? As an employer, it is important to prepare your employees for the reality of working from home. They will need specific preparation in many areas, from structuring their day and creating the proper workspace to handling the challenges that will invariably be presented. Distractions in the home office abound — from family members to outsiders perceiving that they don’t really “work” since they are at home all day. Getting a leg up on these issues can prevent untold issues in the future.
3. Communication
Mark Twain said, “The difference between the right word and the almost right word is the difference between lightning and the lightning bug.” How ironic that those words from more than 100 years ago are so appropriate in this age of technology. When communicating virtually, it is important for the message to be specific and clear, but more importantly, the tone of that communication can often be the pivotal piece. With rapid-fire 21st century communication such as email and text, it is so easy to shoot back a quick response without stopping to hear how it sounds or what could be misconstrued in that communication. Without the familiar cues of face-to-face communication (voice inflection, facial expressions, body language, etc.) to feed off, miscommunication — and even conflict — can occur.
4. Engagement
Ever found yourself doodling on a pad of paper during an important face-to-face meeting? Certainly not, right? However, for those who may have, consider how easy it is to achieve that level of disengagement in a virtual meeting. In that scenario, no one even knows if you are doodling, texting, or answering emails (unless one makes the egregious error of multi-tasking during a meeting and emailing the facilitator of said meeting!). The key here is to have meetings that require a high-participation factor and where the attendee number is kept small. Also, asking employees to come to the virtual meeting prepared to contribute not only provides buy-in, it helps provide focus.
5. Team/Belonging/Culture
Probably the biggest factor responsible for having a strong virtual workforce lies in a manager’s ability to build a cohesive team where everyone is valued and understands his role. Creating a culture where employees work together and feel connected has to be non-negotiable. With so many means by which to communicate, that challenge isn’t as daunting as it sounds. Whether via online collaboration tools, video web conferencing or the good old-fashioned telephone, teams need to feel connected. Things such as recognizing achievements or even personal milestones (birthdays, weddings, etc.) should remain a part of the workplace climate. Isolation is the Achilles’ heel of the virtual employee, and it must be guarded against at all costs.
The benefits of building and maintaining a strong virtual team are plenty. The reality is that with a laptop and cell phone, a well-trained team can accomplish the same thing as the office-based staff of 10 years ago, but without the costly overhead. Not only that, but the field of highly qualified candidates opens vastly when geography is no longer a barrier. The challenge is in accepting the change as a positive. As Lincoln once quipped: “I’d like to think that my changing positions is an indication that I have grown smarter.”
Marie Mitchell is Principal for Liberal Arts at the Florida Virtual School Middle School. She has been with FLVS for 8 years and teaching for 20. Mitchell has been recognized numerous times including as Teacher of the Year and Disney’s Teacheriffic Award Winner. To learn more about FLVS, visit www.FLVS.net .