PRIMARY CHALLENGES OF MANAGING WORK FOR DISPERSED WORKFORCE
Whether the teams within
the organization are grouped together across multiple locations or they are
virtual teams, and whether your organization has been managing this way for
years or they are new to managing work for distributed workforce, it is
important to regularly evaluate what is working and what is not working for
them.
The benefits of having dispersed teams are many, but the challenges that comes with it can be difficult to deal with if an organization is ill- quipped to manage brand, culture, workforce and technology across multiple locations.When teams are working in different locations, communication can rapidly deteriorate, misunderstandings can ensue, and cooperation can degenerate into distrust.
The benefits of having dispersed teams are many, but the challenges that comes with it can be difficult to deal with if an organization is ill- quipped to manage brand, culture, workforce and technology across multiple locations.When teams are working in different locations, communication can rapidly deteriorate, misunderstandings can ensue, and cooperation can degenerate into distrust.
Issue
of Cyber-security with a decentralized workforce
One of the major challenges of managing/ planning work for distributed workforce is to protect sensitive data through cyber security measures. Many security breaches arise from mishandling data on a laptop or mobile devices because they are stoles or lost or violated. Other breaches can occur when employees use unprotected systems for accessing or storing data.
Cyber-attack and data breach have become so common in large organizations. When the company’s or clients’ personal data becomes compromised, there are major repercussions both to the company’ finances and to its reputation.It becomes important to provide employees with security training, especially for remote workforce.
Engaging the whole team
Unstructured interactions happen naturally when employees share the same office. But for dispersed workforce, an unconscious bias can creep in where a manager may not give the same weight to the concerns of outlying offices or give their remote workforce the same opportunities. The nature of geographically distributed workforce wherein they are working at different times and locations, makes it hard for some managers to trust remote members of their team.
Lack of trust, and unconscious biases are the hindrance for remote workers in getting quality work from their managers. This can hinder their performance and productivity and can be very demotivating.It is important for teams in various locations to connect and collaborate across offices on joint projects. It is the responsibility of the organization to regularly connect via phone, email, videoconferencing with the leaders in other office as well as travel to the location on a regular basis.
Communication for Dispersed Workforce
Work within the organization requires a high degree of task interdependence with others who are located at a central office. Performance as well as collaboration maybe affected, particularly if there are limitations with technology.Poor communication can range from misunderstandings and reduced productivity to damaged work relationships and reduced career prospects. These issues are amplified when staff members are not physically present. If not managed well dispersed staff can feel they are not being kept in the loop. Over-reliance on email may be risky if the tone of a message inadvertently offends its receiver.
When there is an absence of personal connection, there is a risk of breakdown in respect and courtesy among colleagues especially if this is accompanied by workplace stressors. Last-minute requests for ‘urgent’ information without regard for the effort needed to do the work, delay in addressing customer’s issues as manager ignoring voicemails and emails, and a manager who stayed up late at night to participate regularly in teleconferences with colleagues in another part of the world, but received no acknowledgement of this effort, are some of the common issues that are being faced by the distributed workforce and hinder their performance.
Unavailability of Suitable Equipment and facilities
Since managers are not always available on site to observe employees’ reaction or early sign of frustration related to malfunctioning of equipment, there are chances of increased obstacles to employees’ high performance and in supporting them to make progress towards team goal.
Unavailability of suitable technology to work and communicate effectively for dispersed workforce will have a negative effect in their performance and commitment towards the assigned job. The supply of reliable equipment and suitable work facilities to dispersed employees is a key factor in ensuring productivity and job satisfaction.The Information Communication & Technology System should be robust and homogeneous. The workforce experience should be seamless between central office and the home, or hub office, with no special set-ups or log-ins.
Workforce Isolation
A dispersed workforce does not have to be a disconnected one. Modern technology should be used to communicate, collaborate, and lead from any part of the world.
One of the major challenges of managing/ planning work for distributed workforce is to protect sensitive data through cyber security measures. Many security breaches arise from mishandling data on a laptop or mobile devices because they are stoles or lost or violated. Other breaches can occur when employees use unprotected systems for accessing or storing data.
Cyber-attack and data breach have become so common in large organizations. When the company’s or clients’ personal data becomes compromised, there are major repercussions both to the company’ finances and to its reputation.It becomes important to provide employees with security training, especially for remote workforce.
Engaging the whole team
Unstructured interactions happen naturally when employees share the same office. But for dispersed workforce, an unconscious bias can creep in where a manager may not give the same weight to the concerns of outlying offices or give their remote workforce the same opportunities. The nature of geographically distributed workforce wherein they are working at different times and locations, makes it hard for some managers to trust remote members of their team.
Lack of trust, and unconscious biases are the hindrance for remote workers in getting quality work from their managers. This can hinder their performance and productivity and can be very demotivating.It is important for teams in various locations to connect and collaborate across offices on joint projects. It is the responsibility of the organization to regularly connect via phone, email, videoconferencing with the leaders in other office as well as travel to the location on a regular basis.
Communication for Dispersed Workforce
Work within the organization requires a high degree of task interdependence with others who are located at a central office. Performance as well as collaboration maybe affected, particularly if there are limitations with technology.Poor communication can range from misunderstandings and reduced productivity to damaged work relationships and reduced career prospects. These issues are amplified when staff members are not physically present. If not managed well dispersed staff can feel they are not being kept in the loop. Over-reliance on email may be risky if the tone of a message inadvertently offends its receiver.
When there is an absence of personal connection, there is a risk of breakdown in respect and courtesy among colleagues especially if this is accompanied by workplace stressors. Last-minute requests for ‘urgent’ information without regard for the effort needed to do the work, delay in addressing customer’s issues as manager ignoring voicemails and emails, and a manager who stayed up late at night to participate regularly in teleconferences with colleagues in another part of the world, but received no acknowledgement of this effort, are some of the common issues that are being faced by the distributed workforce and hinder their performance.
Unavailability of Suitable Equipment and facilities
Since managers are not always available on site to observe employees’ reaction or early sign of frustration related to malfunctioning of equipment, there are chances of increased obstacles to employees’ high performance and in supporting them to make progress towards team goal.
Unavailability of suitable technology to work and communicate effectively for dispersed workforce will have a negative effect in their performance and commitment towards the assigned job. The supply of reliable equipment and suitable work facilities to dispersed employees is a key factor in ensuring productivity and job satisfaction.The Information Communication & Technology System should be robust and homogeneous. The workforce experience should be seamless between central office and the home, or hub office, with no special set-ups or log-ins.
Workforce Isolation
Workplace isolation is a major risk for employees who
are working in a different location from their manager and colleagues. Teams working in the central office are not
able to connect or interact with dispersed colleagues frequently, and
unintentionally demonstrate their lack of support towards them and make them
feel excluded from workplace relationships. There may also be a sense of ‘illegitimacy’,
wherein the distributed have to work harder to stay on their central teams’
radars while battling the perception they are not really working. This can
further lead to ‘virtual distance’ i.e. the disconnect between team members. It
can also have serious consequences for individual staff in terms of their
opportunity to develop skills and progress their career.
Advancements in technology can make it possible for the workplace to evolve and for companies to employ a workforce based in multiple locations, including their home.
Nicely written 👍
ReplyDelete