A distributed workforce may provide several benefits to your company. 

Access to top-notch expertise and fresh perspectives may do wonders for your company. But, when problems with communication emerge, which might harm your brand, managing such teams becomes much more difficult. What is the best way to oversee a workforce like this?

If you want to know how to improve your management style and get beyond these obstacles, this article is for you. 

You'll learn crucial tactics for bettering communication with a cross-regional team. 

The issue with distributed workforce 

The COVID-19 pandemic spurred a rapid shift towards remote work, introducing challenges for distributed teams. Effective communication became a primary concern due to the absence of spontaneous in-person interactions, forcing reliance on digital communication tools and potentially leading to misunderstandings.

Collaborative work faced complexities with team members dispersed geographically, making project coordination and document sharing more challenging. Maintaining team morale and engagement proved difficult without the physical presence that fosters social interactions and a sense of belonging.

Technology-related issues surfaced, as not all employees had equal access to necessary technology or suitable home office setups. Problems like internet connectivity issues, hardware limitations, and unfamiliarity with digital tools hindered productivity.

The remote work setup also raised concerns about work-life balance, as the boundaries between professional and personal life became less defined. This blurring of lines contributed to burnout and decreased job satisfaction.

While specific figures on the number of companies adopting distributed teams post-COVID-19 are unavailable, a considerable number of organizations have embraced remote work even as the pandemic subsided. Many have implemented hybrid models, allowing employees to work both remotely and in the office, striking a balance between flexibility and collaboration. 

The adoption rates vary across industries, company sizes, and geographical locations, but the trend toward distributed work is expected to continue evolving in the coming years.

What is a Distributed Workforce? A Complete Guide 

When a company's workers are located in different parts of the world, it's called a distributed workforce. Members of the team may do their tasks regardless of their physical location, unlike in a conventional workplace. 

Connectivity and workflow are maintained via the use of technology. Businesses may benefit from this setup since it opens the door to a wider range of talent and viewpoints. 

On the other hand, it might be difficult to manage and communicate effectively, which calls for new approaches to teamwork and brand preservation.

Distributed Workforce Model

In order to tap into talent all across the world, many firms are turning to the distributed workforce model. Workers in this approach do not report to a single office but rather do their duties from anywhere in the world. 

Digital communication technologies play a crucial role in this setting, allowing for easier cooperation and keeping productivity high. A more diverse and inclusive workforce is one goal of the model's development. 

Additionally, strong management techniques are needed to overcome any communication obstacles and maintain a harmonious team dynamic.  

Distributed Workforce Examples

Companies that hire people from different parts of the world or even other continents are exhibiting characteristics of a distributed workforce. 

While some companies may have a central office, most of their workers really do their jobs out of their homes or shared office spaces. An example of a tech behemoth with staff all around the world would be Basecamp or GitHub. 

Digital platforms are vital for these firms' communication and project management needs. 

It's amazing how technology can bring together team members who aren't physically in the same room and make great use of their time together.  

The Difference Between Remote and Distributed Workforce

The operational structure is the main differentiator between a distributed workforce and a remote workforce. 

Employees who are not physically present in an office setting but who are geographically close to the company are known as a remote workforce. Members of a distributed workforce, on the other hand, may be located anywhere in the world and contribute to the overall effort. 

The distributed workforce has it worse when it comes to cultural diversity, time zone disparities, and overall communication tactics, even if both models rely on digital means for communication.

Advantages of a Distributed Workforce

Using a distributed workforce may be very beneficial to your company. This method allows access to other markets, different perspectives, and talent pools. In this article, we will discuss the benefits of a distributed workforce:

Broader Talent Pool

When you have a distributed workforce, you may tap into a larger pool of qualified candidates. 

If your hiring is limited to a certain location, you will only be able to choose among people who live nearby. But when your team members are located in various parts of the country or even the world, you may pick and choose the finest applicants. 

With this plan, you can be certain that the most talented individuals will be behind your brand.

Varied Insights and Enhanced Teamwork

The incorporation of diverse perspectives and improved cooperation is another major benefit of a distributed workforce. 

Everyone on the team, regardless of their origin or location, brings something special to the table. 

Your company will reap enormous benefits from the increased creativity and innovation brought forth by this variety. Innovative ideas are more likely to emerge from a group like this.

Wider Market Penetration

Finally, expanding your market penetration may be achieved by using a distributed workforce. 

The ability to reach more people is a natural consequence of having team members in different places. 

Because of this feature of a distributed workforce, your company can scale more efficiently and with less downtime.  

Obstacles in Managing a Distributed Team  

While a global team offers numerous benefits, it's not without its challenges. Let's delve into some common obstacles you may encounter.

Issues in Communication  

In a global team, face-to-face interactions are rare. Coordinating across different time zones and cultural backgrounds often leads to communication issues. 

These can range from misunderstandings and insufficient communication to an overload of messages, causing distractions and reducing focus. Effective communication is crucial for project coordination and maintaining team harmony, but in a distributed setting, this becomes a complex task. 

Ensuring clear, concise, and regular communication is key to overcoming these barriers.

Solution to fixing Issues in Communication 

• Establish clear communication guidelines and expectations: Set clear expectations for communication frequency, response times, and preferred channels. Define guidelines for asynchronous communication, such as using project management tools, documentation, and knowledge-sharing platforms.
• Utilize a variety of communication tools: Employ a combination of communication tools to cater to different preferences and working styles. Consider using video conferencing, instant messaging, project management platforms, and collaborative editing tools.
• Embrace asynchronous communication: Encourage asynchronous communication to accommodate varying time zones and work schedules. Use asynchronous tools like email, project management platforms, and documentation to keep everyone informed and on track.
• Promote transparency and open communication: Foster a culture of transparency and encourage open communication. Encourage team members to ask questions, share updates, and provide feedback regularly.
• Invest in team-building activities and virtual face-to-face time: Schedule regular team-building activities and virtual face-to-face meetings to foster camaraderie and strengthen team bonds. These interactions can enhance communication, collaboration, and trust among team members.

Team Unity and Organizational Culture

Fostering team unity and a strong organizational culture becomes more complex with a distributed workforce. 

Daily interactions, which are crucial for culture building, are limited in remote settings. Managers must exert extra effort to nurture a positive culture, a commitment not every leader is prepared to make. 

Creating a sense of belonging and shared purpose among team members who rarely, if ever, meet in person requires innovative approaches and dedicated effort.

Solution to fixing Team Unity and Organizational Culture

Building and maintaining strong team unity and a positive organizational culture is essential for the success of any organization. 

Here are some solutions to fixing issues in team unity and organizational culture:

• Establish clear shared values and goals: Clearly define and articulate the organization's core values and overall goals. Ensure that these values and goals are communicated effectively to all team members and are consistently reflected in decision-making and actions.
• Foster open and transparent communication: Encourage open and honest communication among team members at all levels. Create opportunities for regular feedback and discussion, and address any concerns or conflicts promptly.
• Promote collaboration and teamwork: Encourage collaboration and teamwork by providing opportunities for team members to work together on projects, share knowledge, and support each other. Recognize and reward teamwork achievements.
• Celebrate successes and milestones: Take time to celebrate successes and milestones, both big and small. This helps to boost morale, recognize accomplishments, and reinforce positive behaviors.
• Empower team members: Empower team members to make decisions, take ownership of their work, and contribute their ideas. This fosters a sense of belonging and responsibility, leading to increased engagement and motivation.
• Provide opportunities for growth and development: Invest in the professional development of team members by providing training, mentorship, and opportunities for career advancement. This helps individuals feel valued and contributes to organizational growth.
• Address conflicts constructively: Address conflicts constructively and promptly. Encourage open and respectful dialogue to resolve issues and prevent them from escalating.
• Seek feedback and make adjustments: Regularly seek feedback from team members on the organizational culture and team dynamics. Use this feedback to identify areas for improvement and make necessary adjustments.

Monitoring Performance and Responsibility

When team members work remotely, it's challenging to monitor their progress and productivity directly. This situation can allow problems to escalate rather than be addressed promptly, hindering productivity. 

Managers need to develop trust and employ tools to track progress without micromanaging. 

Regular check-ins and clear expectations can help, but finding the right balance between oversight and autonomy is crucial for maintaining productivity and employee satisfaction in a distributed workforce.

Solution to fixing Performance and Responsibility issues

Establish clear expectations

• Clearly define what is expected of each employee in terms of their role, responsibilities, and performance standards.
• Make sure that employees understand the expectations and have the resources they need to meet them.
• Regularly communicate expectations and provide feedback to employees on their performance.

Set clear goals

• Set SMART goals for each employee that are specific, measurable, achievable, relevant, and time-bound.
• Make sure that goals are aligned with the organization's overall goals and objectives.
• Regularly review and update goals as needed.

Provide regular feedback

• Give employees regular feedback on their performance, both positive and negative.
• Be specific and actionable in your feedback, and help employees to understand how they can improve.
• Use a variety of methods to provide feedback, such as one-on-one meetings, performance reviews, and peer feedback.

Hold employees accountable

• Follow through on consequences for both good and poor performance.
• Be consistent in your expectations and accountability measures.
• Document employee performance and any disciplinary actions taken.

Invest in training and development

• Provide employees with the training and development they need to perform their jobs effectively.
• Identify skills gaps and provide opportunities for employees to develop their skills.
• Encourage employees to take on new challenges and responsibilities.

Create a culture of accountability

• Foster a culture where employees feel accountable for their actions and results.
• Encourage employees to take ownership of their work and to hold themselves and others accountable.
• Celebrate successes and recognize achievements.

Use a performance management system

• Implement a performance management system that helps to track employee performance, set goals, and provide feedback.
• Use the performance management system to identify areas for improvement and make necessary changes.
• Regularly review and update the performance management system as needed.

Issues of Trust and Independence

Disputes about credibility are a real possibility with a distributed workforce. Trusting that their remote workers are productive could be difficult for managers. Similarly, workers could be wary of putting their faith in bosses they've never seen in person. 

Relationships in the workplace might suffer from an absence of in-person communication. 

Regardless of an employee's location, trust in a distributed team can only be built by openness, consistent communication, and a culture that appreciates and acknowledges their work.

Solution to fixing Issues of Trust and Independence 

Building trust and fostering independence within a team or organization is crucial for fostering a positive and productive work environment. Here are some effective solutions to address issues of trust and independence:

• Establish Clear Expectations and Guidelines: Define clear expectations for individual and team responsibilities, communication protocols, and decision-making processes. This provides a framework for members to understand their roles and contribute effectively.
• Promote Open and Transparent Communication: Encourage open and honest communication at all levels. This involves creating a safe space for employees to share ideas, express concerns, and ask questions without fear of judgment or reprisal.
• Empower Team Members with Autonomy: Provide team members with the autonomy to make decisions, take ownership of their work, and contribute their unique perspectives. This fosters a sense of trust and empowers individuals to take initiative.
• Recognize and Reward Individual Contributions: Acknowledge and appreciate individual contributions and accomplishments. This reinforces positive behaviors, motivates team members, and demonstrates the value of their efforts.
• Encourage Collaboration and Teamwork: Foster a collaborative environment where team members work together to achieve shared goals. This involves breaking down silos, promoting knowledge sharing, and encouraging mutual support.
• Address Conflicts Constructively: When conflicts arise, address them promptly and constructively. Encourage open dialogue, focus on understanding different perspectives, and seek mutually agreeable solutions.
• Provide Regular Feedback and Support: Offer regular feedback to team members on their performance, both positive and constructive. This helps individuals identify areas for improvement and continue to develop their skills.
• Promote a Culture of Psychological Safety: Cultivate a psychologically safe environment where team members feel comfortable taking risks, expressing their opinions, and learning from mistakes without fear of negative consequences.
• Encourage Work-Life Balance: Promote a healthy work-life balance by respecting employees' personal time and encouraging them to take breaks and engage in activities outside of work. This helps reduce burnout and maintain a positive mindset.
• Lead by Example: Demonstrate the behaviors and values that you expect from team members. This involves being transparent, accountable, and open to feedback, setting a positive tone for the entire team or organization.

How to Manage a Successful Distributed Workforce

With the right resources, an optimistic outlook, and a well-thought-out plan, you can overcome the obstacles faced by a distributed workforce. 

By following these steps, you may provide the best possible working conditions for your team, making the most of a distributed workforce while reducing its negative aspects. To do this, you must follow these guidelines.  

1. Use the Right Tools to Keep Employees Connected  

Digital technologies play an essential role in a distributed workforce by facilitating communication between distant workers. 

These technologies make it easier for people to work together and communicate on different projects. Social intranets, knowledge bases, and IM platforms are just a few of the many possibilities available on the market.

Choosing a complete platform such as Workvivo might be advantageous. Experience, communication, and engagement are just a few of the features that Workvivo incorporates. 

Sharing information, fostering cultural growth, and working together are all made easier with its help. A unified workplace is the result of such a platform's simplification of communication.

2. Establish a Cadence for Communication

Effective communication is vital in a distributed team, but finding the right balance is key. 

Avoid the pitfalls of under-communication or over-communication by setting clear expectations for communication frequency. Determine the optimal schedule for real-time meetings, Slack messages, and emails. 

This frequency might differ across teams or departments, but establishing these norms ensures everyone understands the expected communication patterns, enhancing overall team coordination and efficiency. 

Regular check-ins can also be scheduled to maintain this rhythm.

3. Don't Micromanage  

Micromanagement can lead to employee dissatisfaction, burnout, and high turnover rates. Instead, cultivate an environment of trust and accountability. Encourage managers to adopt a more hands-off approach, trusting their team members to perform their roles effectively. 

This doesn't eliminate the need for guidance but shifts the focus to broader objectives rather than the minutiae of daily tasks. 

Such an approach not only fosters employee independence but also aligns with the company's larger goals, promoting a healthier work culture.

4. Provide Regular Training and Education Opportunities  

Continuous learning and development are crucial in any workplace. For a distributed workforce, creative approaches to training are necessary. Consider virtual trivia or interactive online events to familiarize teams with new policies. 

Offering stipends for self-paced learning or relevant courses can also be beneficial. These initiatives boost engagement and productivity and attract new talent, contributing to the overall growth and dynamism of the organization. 

This approach ensures that employees feel valued and are equipped with the latest skills and knowledge.

5. Recognize and Reward Individuals and Teams  

Acknowledging the hard work of remote team members is essential for their motivation and engagement. Simple acts of recognition, like public shout-outs on social media or during video conferences, can have a significant impact. 

Encouraging leaders to regularly recognize achievements fosters a positive work environment and drives team members to maintain high-performance levels. 

This practice not only boosts morale but also reinforces the value of each individual's contribution to the team's success.

6. Collect Feedback Often and Continuously Improve  

Regularly gathering feedback from employees is crucial for enhancing their work experience and engagement. 

Utilize pulse surveys to gauge opinions on communication, processes, and other workplace aspects. Act on this feedback with continuous, incremental improvements. This approach not only betters the work environment but also strengthens organizational culture and boosts employee retention. 

The company appreciates and responds to the opinions of its workforce, which is a clear sign of its dedication to their well-being.

Enhance Team Communication with AgilityPortal in Your Distributed Workforce  

Problems in communication are common with distributed workforces. Problems are common when there is a lack of trust, communication breaks down, and the company culture is weak. 

The proper resources and a dedication to team development, however, may overcome these obstacles. If your distributed team is having trouble staying in touch, AgilityPortal has a complete solution to help. 

In order to assist and involve your remote workers, it offers a number of services, including video conferencing, an activity feed, a document hub, and more. 

No matter where your team members are located, our platform makes it easy for them to communicate and work together.

Wrapping up 

  When it comes to the areas of communication and team cohesiveness, managing a distributed workforce has its own set of problems. 

Nevertheless, these challenges may be turned into chances for progress and new ideas with the correct methods and resources. 

This change would not have been possible without platforms like AgilityPortal, which provide all-encompassing tools that promote productive teamwork and dialogue. 

Incorporating these solutions and prioritizing the development of a cohesive team culture allow firms to fully use their distributed workforce, resulting in higher productivity, happier employees, and overall success for the company.