Virtual teams: supervising and surviving.

• Author: Curry, Lynne
• Position: HR Matters

* As a manager, how can I supervise employees at remote locations-particularly when I never see them?

* If I work remotely, how do I make sure I stay on my supervisor's radar for promotional opportunities?

* Which managers can handle and which employees can thrive in virtual team situations?

Managers in many Alaska companies oversee subsidiary operations in the Lower 48, managing employees they rarely or never meet face-to-face. Managers and employees in other organizations coordinate--sight unseen--with employees and co-workers from Barrow to Ketchikan and Unalaska to Glennallen. What does it take to effectively handle this challenge?

Managing Virtual Teams

If you manage employees you never meet face-to-face, you may feel disconnected from them and they from you. In the same way radio can't replace television, email and phone conversations offer a weak substitute for the understanding and connection created when two individuals interact in person. Whenever you can, arrange video interactions through Skype or other cloud computing video conferencing.

Because you can't wander down the hallway or onto the site and see your employees working, learn to manage by results. Set specific, easily understood, challenging and attainable goals for each employee--and follow up with regular communication. Ask your employees to give you streamlined but regular work updates. Provide constructive and motivating feedback early and often so your employees don't feel they're playing handball without a wall.

Because virtual employees lack a company home base, keep these remote workers in the loop on the latest departmental and company news via newsletters and frequent emails.

To avoid work derailment, make sure your employees have the tools they need to work remotely, such as personal digital devices, high-speed Internet connections and laptop computers with virtual private network connectivity. Virtual private networks also give you effective ways to assess your employee's contributions so you can accurately recognize and reward positive individual performance.

If you supervise both virtual and office-based employees, be careful not to use two sets of performance standards as that can lead to allegations of unequal treatment and legal headaches. Standards that measure job performance such as call volume, customer satisfaction ratings, work orders completed and projects completed on deadline can...