1. Recruit Quality - Virtual team members must be adaptable, self-motivated, accountable, and collaborative
2. Establish a Charter - Define long-term vision, short-term goals, standard operating procedures, individual roles, and channels of support
3. Set Communication Standards - Whether it’s a weekly progress meeting or response time for e-mails and texts, procedures must be clear and consistent.
4. Create an e-Room - That’s where project-relevant documents, updates on tech needs, team-wide communications, etc. are posted.
5. Cultivate Information-Sharing Culture - Send out industry reports, best practices suggestions, competitor updates, etc., to encourage knowledge-building.
6. Think In Plural - Increase team visibility, unity, and pride with accomplishment summaries to company managers stressing “we” achievements
7. Discourage Marathon E-Mails - Use bullet points, consider “no scrolling allowed” format. Concise communications keeps team members focused
8. Stress Strategy - Articulating benefits and objectives helps eliminate a silo mentality among virtual team members.
9. Identify Slackers - Look for long delays on inquiry responses, deadline lapses, unexplained MIA status
10. Slacker Intervention Tips - Approach problems head-on; specify accountability requirements in writing, review progress regularly.
Most (all?) businesses have to deal with teams - with outsourcing, many teams are not located at the same site - and even if they are at the same site, more and more are telecommuting to work. Virtual teams are 'now' - and learning to work with and manage virtual teams is very important!!!
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