Successful network virtual team

Although there are more and more situations in the virtual team and the action office, you can form a task team to complete the work without meeting or gathering people. However, the traditional entity teams that have personal contact and face-to-face communication are still the best way to work.

To make the virtual team work smoothly and maximize the effect, you must consider the team composition and design from the very beginning. The following are considerations for creating a virtual team recommended by experts:

1. Some jobs are not suitable for virtual teams. If the work is highly continuous and highly integrated, it is not suitable for the use of virtual teams, because team members must often get together for discussion. Recruitment, transactions, innovation, and relationship maintenance activities that need to share complex information. It is best not to use virtual teams, or face-to-face communication can achieve better results.

2. If you select someone suitable for the characteristics of a virtual team, you will be half done. The ideal virtual team members should be self-motivated and can work without instructions on many details and work architecture.

It is not suitable for people who often need to be stimulated by interactions with people, need additional assistance to stay on a stable track, and have poor technical skills. If such personnel must be included in the team, they should first provide training related to Team Cooperation, planning, application and communication before joining the team.

Individual Tao Tong habits are also one of the considerations. People who are both willing and good at taotong can be appropriate members. Because they take the initiative to communicate with clear communication habits, they can help to reduce the barriers to meeting and communicate through indifferent technologies.

3. Check whether the team is eligible for successful Virtual Cooperation at any time, including:

The work objectives and focus are clear, and Members can self-assess the progress and whether they meet the objectives.

Team members understand the difficulties that need to be overcome in cooperation, and understand the levels of Crisis Decision-making in the event of a crisis, the work of each person and the contact object.

The members are highly active, active, interactive, and action-oriented.

Each time the team has a certain score, they will find a chance to celebrate and establish a virtual tea space for everyone to chat about theme other than work.

Step 2 of virtual team success-who are the right leaders?

The virtual team faces great challenges of mutual trust and cohesion. The key to success or failure is the team leader. He must have different characteristics and priorities.

1. Adjust the leadership style and focus on results instead of the process. Generally, managers are process-oriented. Every day, from their desks to the tea room, they can see that their subordinates are bleeding and sweating and are sure they are working hard. This is almost invisible to virtual teams. Leaders must learn how to look at the results, relax the traditional control they are used to, and believe that Members will do their best even out of sight. Although leaders may feel uncomfortable at first without chatting and monitoring, this is a necessary change. After getting used to it, we also need to change daily supervision to teaching at any time to help members have both autonomy and the best performance.

2. Be able to understand and use scientific and technological tools. Technology is the lifeblood of the existence, operation, and productivity of virtual teams. Therefore, in addition to general management capabilities, leaders must also understand technology, in particular, we need to understand the applicability and limitations of each technology tool and the features of e-manual communication in order to lead the team to establish a sense of community and cooperate smoothly.

Among the commonly used scientific and technological tools, e-mails are suitable for sending messages to groups, and are not suitable for transferring knowledge or stimulating creativity. If you want to brainstorm, you can use e-conferences for public discussion; to announce to a group of people, you can use network broadcast. When you need a sense of presence, you need to use video conferencing.

3. Be good at building team cohesion and hosting meetings. In addition to setting out the principles and communication schedules for strengthening team interaction, leaders can also give the team a name to give everyone a sense of belonging.

Hosting a meeting is an important task for leaders. This is even more important in meetings that are often virtualized and rarely met. Whether it's video or face-to-face meetings, leaders should clearly set their goals and avoid losing focus, so that everyone can clearly grasp the key points before parting their ways.

4. Be willing to help members make advertisements. Although the rewards and punishments standards of virtual teams are the same as those of physical teams, it is difficult to get a chance to be recognized and promoted because they are less likely to face up to higher levels. Managers must be happy to advertise for Members who are not present in the Organization, so that they can be affirmed and fulfilled.

Step 3 of virtual team success-how can we communicate?

As we all know, communication is the biggest challenge for virtual teams. To communicate with the virtual team, experts have the following suggestions:

1. formulate clear team communication principles and timelines and implement them vigorously. From the very beginning, the team had to establish a consensus on how to immediately reply to emails, when to use video conferences, and who had the right to make decisions, because they could not enhance communication in the aisle or at lunch time.

Experienced leaders will give members a pre-release plan when they form a virtual team, which includes explaining the workflow, Communication Principles, progress reports, and meeting time. For example, if any member wants to contact the customer by email, no one will ask the customer the same question.

2. Try to use the visible communication methods. The principle of having sound is better than having no sound, and having an image is better than having no image. Therefore, if possible, you can use multi-party calls or video conferences. If you cannot have a physical meeting during work, you are advised to come to the meeting first when the team is formed to show everyone their faces.

If long-term teams cannot meet or use video conferences, they can even encourage members to share photos of each other. For those who are lazy at communicating with each other, especially Haitong should be strengthened. If a new member joins, send a welcome message to everyone, including the phone number and email address of all members, the resume of the new member, and ask the new member to attach his/her self-introductions, let all members know him and encourage him to contact you.

3. Instant, positive, and talkative communication. The Virtual Team focuses on the results, the content of the communication should focus on the actual assistance, and the more immediate the better. Because the written words are sometimes more hurtful than the spoken words, and there is no easing of non-verbal messages, the other party's reaction cannot be observed, and the other party may be in an isolated situation, pay special attention to the words used in the dispatch, whether it is suggestion or criticism, it is best to use positive wording.

4. Informal communication is encouraged. Even if it is virtualized, you still need to contact your emotions. Therefore, we should encourage everyone to do informal communication on the computer online, and leave some time for chatting before the video conference starts. If you encounter a member's birthday or make a certain score, you can also hold a virtual party to celebrate, or send a cake to the member not present.