One of the major challenges of telecommuting is maintaining good team collaboration. In this abridged presentation, we will offer you a perspective on the development of telecommuting. What are the challenges facing telecommuters? How to maintain collaboration across dispersed teams? How to conduct individual manager-managed online discussions? And above all, how to establish management by trust?
The growth of telecommuting : perspectives (11'13)
Between 2005 and the current pandemic of 2020, telecommuting has increased by 140%.
The COVID-19 crisis has accelerated the process by highlighting the advantages and challenges of telecommuting.
Taking into account what this period of isolation and social distancing has revealed, our focus in this video is on the underlying reasons for the increase in telecommuting and on the available resources that will drive its development in the coming decade.
Challenges faced by telecommuters (10'24)
We know that not all jobs are suited to telecommuting. But what about the people? Are all people compatible with telecommuting?
It is actually an alternative way of managing one’s life, that requires qualities such as self-discipline, autonomy, initiative and openness to collaborative tools.
In this video we will analyze the challenges faced by teleworkers and how to address them.
Maintaining remote team collaboration (11'39)
Even from a distance, we remain a team. Telecommuting with its challenges of communication and isolation highlights the importance of collaboration. Let us explore how to facilitate remote cooperation by:
– Instituting virtual rituals,
– Establishing a dynamic of continuous improvement to collaboration
– and boosting the cohesion of virtual or hybrid teams.
One-on-one communication with telecommuters (10'51)
Remote management requires adapting or even redefining the manager-employee relationship.
How can we maintain optimal communication, boost telecommuters’ motivation, and ensure their productivity?
One-on-one discussions between the manager and the telecommuter is a key element. Here are 4 tips to make these individual discussions a performance and motivation booster.
Remote management : the challenge of trust (10'09)
The managers and teams that suffered the most during the crisis are those that functioned on a more traditional “command and control” approach to management. This model only works with a strong manager-managed physical proximity link, and with management that is overly directive.
The teams that fared best during the crisis are those that were already operating on autonomy, responsibility and trust.