How do you make a virtual workforce a thriving part of your company?
Many companies need extra help during peak season. Some require specialized skills or a temporary opening filled. In these cases, a remote worker, also known as a virtual worker, telecommuter, or telecommuting freelancer, may be the answer.
So why don’t more companies avail themselves of the miracles of technology and find the absolute best person for the job, allowing them to work remotely?
For the past ten years, I’ve managed virtual teams. I began managing editors and writers for a major website. In that role, I didn’t choose who I worked with–I inherited teams from the previous editors. The company had strict working requirements, provided specialized software, and offered clear guidelines and quotas for monthly content.
In this example, a virtual workforce worked very well for the company. Not only did they achieve their revenue goals, but they were able to expand into multiple content niches because they drew from an enormous pool of writers scattered geographically far from their headquarters. They didn’t care if you lived within 10 miles or 1,000 miles from headquarters.
How did they achieve what other companies fail to do?
Clarity. Communications. Accountability. These are the hallmarks of happy, healthy virtual teams. Layer in some flexibility and its sister, creativity, and add to it the notion of reliability from both the company and its workforce and you’ve got a winning recipe for a happy, healthy virtual workforce.
In my latest article for Medium, I distill ten years of virtual management wisdom into an eight-minute read. For those looking to expand operations or improve the talent pool, consider a virtual workforce. Not only can it work well, but it can also work exceptionally well for your productivity, profitability, and service.
Ready? Let’s go virtual. Read the full article: How to Build a Healthy, Happy Virtual Workforce.