How to Manage a Virtual Office
How to Manage a Virtual Office
Are your workers present in the office, or do you have a virtual office? It seems like the existence of the latter would make it exceedingly difficult to run a business – but that does not have to be true.
A “virtual office” does face its challenges, but it does not make it impossible to be successful. The virtual office requires a different approach and set of strategies.
Everyone is a part of the team-
People that do not report to a physical “office” every workday may feel idle or isolated from the company. This can be resolved by regularly established teleconferences and other methods of communication.
Feedback and other forms of contact should be fostered frequently (as often as if you all were in the office together). It is okay if the topic of discussion is strictly social at times; the key is to maintain a sense of comradeship amongst your employees.
Training-
Your workers will be away from you. This means that you have to make sure they are proficient in the usage of their necessary equipment (computer programs, laptops, etc.). Likewise, if they are working from home, make sure they understand that working at their house should not deter them from work. Housekeeping, chores, and other distractions are not part of the workday.
Trust-
Trust is huge in a virtual workplace. The supervisor must be sure that their employees are responsible, and have the work habits to get their jobs accomplished without being immediately supervised. This will make the hiring process more vital to your business’ success.
Tracking-
One aspect that will ease your mind is seeing results. Meaning, if you have devised a system in which you can track the progress of your employees, then there will be no need to worry about what is being completed. Quantify as many goals as possible. Keep tabs on sales, contacts, defects, returns, and other pertinent factors.
Goals-
It is easy to lose sight of main goals when everyone is dispersed. Make sure that employees understand what is expected of them and the company. These goals can take theoretical shape, but it is best to formulate a concrete definition of what you expect from your company, the employee, and their contributions.
Technology-
Establish an efficient and reliable network enabling communication and transference of information. Cell phones, laptops, software, Web conferencing equipment, and other necessary tools need to be employed. Data and communication needs to be accessible and consistent.
How to Manage a Virtual Office - To learn more about this author, visit Ken Wisnefski's Website.
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Introduction-
Are your workers present in the office, or do you have a virtual office? It seems like the existence of the latter would make it exceedingly difficult to run a business – but that does not have to be true.
A “virtual office” does face its challenges, but it does not make it impossible to be successful. The virtual office requires a different approach and set of strategies.
Everyone is a part of the team-
People that do not report to a physical “office” every workday may feel idle or isolated from the company. This can be resolved by regularly established teleconferences and other methods of communication.
Feedback and other forms of contact should be fostered frequently (as often as if you all were in the office together). It is okay if the topic of discussion is strictly social at times; the key is to maintain a sense of comradeship amongst your employees.
Training-
Your workers will be away from you. This means that you have to make sure they are proficient in the usage of their necessary equipment (computer programs, laptops, etc.). Likewise, if they are working from home, make sure they understand that working at their house should not deter them from work. Housekeeping, chores, and other distractions are not part of the workday.
Trust-
Trust is huge in a virtual workplace. The supervisor must be sure that their employees are responsible, and have the work habits to get their jobs accomplished without being immediately supervised. This will make the hiring process more vital to your business’ success.
Tracking-
One aspect that will ease your mind is seeing results. Meaning, if you have devised a system in which you can track the progress of your employees, then there will be no need to worry about what is being completed. Quantify as many goals as possible. Keep tabs on sales, contacts, defects, returns, and other pertinent factors.
Goals-
It is easy to lose sight of main goals when everyone is dispersed. Make sure that employees understand what is expected of them and the company. These goals can take theoretical shape, but it is best to formulate a concrete definition of what you expect from your company, the employee, and their contributions.
Technology-
Establish an efficient and reliable network enabling communication and transference of information. Cell phones, laptops, software, Web conferencing equipment, and other necessary tools need to be employed. Data and communication needs to be accessible and consistent.
How to Manage a Virtual Office - To learn more about this author, visit Ken Wisnefski's Website.
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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