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Having a flexible schedule increases the morale of employees and gives them a sense of freedom and agency in their lives that going into a physical office often does not permit. The sense of boosted morale also increases productivity in virtual employees. Responsibility for the work that must be accomplished changes hands from the supervisors who watch over the office to make sure employees are doing their job and arriving on time to the employees, who must meet goals and expectations on their own.

My team has been distributed evenly between in-office and remote workers from the start. As we've grown, one of the most critical dynamics we've seen develop is the need to transcribe all discussions to accommodate remote co-workers in varying time zones. This has created an impeccable auditing system for when we've needed to pull up information instantly to tackle problems, disagreements or work opportunities. - George Georgallides, XO

Routine: Just like any other work, one of the main enemies of motivation is routine, and this poses a major risk especially in the virtual medium. Putting in long hours in front of a computer can lead to exhaustion, stress and a bunch of unmotivated employees. The team needs to have a constant source of positive motivation to keep this aspect from affecting its work.

Cost-benefit analysis is exactly what it sounds like: If it costs you $50 a week to get a personal assistant, what’s the benefit? Let’s say that money buys you five hours of help. You ask the personal assistant to run errands, send mail and attend to tasks that otherwise would prove a time suck on your week. The benefit, in this case, comes in the form of five free hours that you gain from having the personal assistant help out — and you can do anything with that time you like.
All these disadvantages can be overcome by following a different leadership/managerial approach, trainings, greater role clarity and effective communication strategies. Organization both big ones such as IBM, Microsoft, Whirlpool as well as SMEs are reaping the benefits of virtual teams for some time now. It has been a well-recognized fact that Virtual Team is not a passing tide but it is here to stay.
Virtual teams are on the rise. Due to technological advancements, it’s possible for workers to work from home and for their managers to ensure that work is done on time and to the highest standard. Benefits that go beyond cost savings, like boosted productivity and employee satisfaction, mean that remote team collaboration is not only good for business, but good for employees too.
I’ve also never had a full-time nanny for my three kids. I’m not judging others who are making different choices; it’s just not the right decision for me. For one, I don’t want a non-family member living in my house. But more importantly, parenting is my first value, so I want to do it myself as much as I can. (I’m fortunate in that I have a lot of schedule flexibility that enables this.)

According to a Gallup poll in 2007, the average commute time is 48.1 minutes round trip. While the commute by itself may not sound like a long time, there are other factors that can increase this. For example, the time to do things to get ready for work (such as taking a shower, getting dressed and having breakfast) can take another 30 minutes to an hour so adding these activities to the commute time can bring up the "non-work time" to 90 to 120 minutes. An employee can get so much more work done in that time if they did not have to travel into an office. According to the Telework Research Network, companies such as JD Edwards, AT&T and Compaq reported that their telecommuting employees are more productive than their office counterparts.2


Of course, there are certain things you shouldn’t outsource or delegate, and not just regarding your workday. Billionaire Mark Cuban revealed on TV show Shark Tank that he still washes his own laundry. I do, too. It would be easy for me to have someone stop in each week to do my laundry or to drop it at the dry cleaning place—but I find it grounding somehow to do my own laundry.
A recent study on “the state of remote work” by TINYpulse and Owl Labs found that remote employees have “slightly higher levels of investment in their work,” and benefit from “clearer boundaries and work habits” needed to be successful. The data, based on responses from 1,097 workers across the U.S., reinforces findings from previous research showing that people who work from home are fully engaged with fellow team members, and often are more productive.

When you hire locally, there is no choice but to live with the restrictions that come from having a small talent pool. You only get access to a certain amount of potential employees in your own city that may or may not have experience in your work area. However, one of the virtual team benefits is that going virtual will give you the power to hire people from all around the globe.

If you truly desire your company to go global, then it must be online all hours of the day. If speed is of the essence of your business, you can capitalize different time zones by delegating work according to individual time zones. When you have a business that is ready to serve customers 24 hours a day, 7 days a week, it won't take long for you to expand.


A time zone converter. Teams that include members from different time zones often struggle with finding the best times to collaborate. A time zone converter can assist virtual workers in planning the best times for meetings, and it can remind employees to remain conscientious of the time in their teammates’ zones. Every Time Zone is a web-based, aesthetically pleasing app that converts time zone differences in a simple, easy-to-comprehend format.
Establish an onboarding process. Be sure that every employee who collaborates virtually has the same onboarding experience. They should be given access to the same communication systems and handbooks that explain the company processes. Everyone should be given the same advice and tools for success as they’re brought on board. If possible, it can even be very valuable to have an initial onboarding done face-to-face in an office location.

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We've had some very key members of the team wish to move to other locations in the world or country. In one instance, a person's spouse was given a great opportunity in a new location, and the family needed to move to support the opportunity. When someone plans on leaving, a lot of knowledge and investment leaves with them. A remote/work-from-home policy helps resolve this problem. - John Winter, Content Bloom
In a world that is constantly on the move, the concept of “office” appears to be best left behind in the 20th century. With the rise of cloud technology and the increased need for people to stay mobile, the idea of going to an office seems to be fading away fast. As a company owner, there's no more need to spend thousands of dollars on renting an office space and managing an in-house team.
As a Live-In PA, you stay in a room within close proximity to your employer and are on call to provide assistance and general support, as and when your employer requires it. You assist with daily personal care along with your employer’s morning and evening routine as outlined in their care plan. You sleep when your employer sleeps. This usually works as a one week on, one week off basis, where you share the role with another PA. But we do have full-time Live-In PAs too. You are paid at a daily rate.

Ten years ago, I felt dubious when a mentor told me to hire a personal assistant. Now I can’t imagine myself getting the job done without one, and at times, I’ve even used two to handle vastly different tasks. You may think, “Why not hire a college intern for free?” I’ve had those, too, but here’s a friendly warning: Internships should always be conducted in conjunction with a college program that offers credit, and you have to spend time supervising the person on a documented learning journey that takes them from point A to B. So if you’re looking for free help from a college student, and falsely labeling it an “internship,” you could get both yourself and the student in big trouble. Plus, it’s sleazy.
Increase cross-cultural awareness. People involved in global teams should know and understand the challenges that come with communicating across cultures. For example, an American multinational oil and gas corporation wanted to ensure their non-Iraqi employees were equipped with the cultural knowledge and skills needed to succeed in the Iraqi context. Aperian Global worked with corporation leaders and local Iraqis to design a workshop for multinational employees assigned to Iraq, and it was offered in the US and the Middle East. A pre-departure workshop was also created for employees traveling to Iraq. It addressed issues such as safety, security, and health, as well as business and cultural topics. The workshops gave leaders and employees the information, skills and confidence needed to successfully collaborate and conduct business across cultural boundaries.
Web Site Designer/Administrator – You will find a pool of virtual assistants who specialize in website design and management. You will find a lot of virtual assistants in this arena who are experts in web creation using software such as WordPress and others like it. Specifically, you can easily find virtual assistants who promote WordPress as their niche. If your company needs assistance with its website, which includes a blog, using this type of virtual assistant would be great for your business.
One of the biggest threats to the efficiency of in-person training is learner engagement, the ability to reach every person in a classroom setting. However, virtual training programs offer a bevy of tools targeted at a variety of learning styles. The learner can utilize the tools, such as video lectures or online quizzes, to help him/her remain attentive and engaged throughout a training session.
Another concern is the care that goes into a business. I’ve seen remote workers who were just as dedicated to their companies as local employees. I’ve seen in-office employees waste as much time as possible because they simply didn’t care about the business. The relationship between a manager and employee can affect how the employee sees the company as a whole. So in order to increase loyalty, remote team managers should be advocates and someone remote workers can trust.
Driving Team Performance: This program is specifically designed for teams that have been together for six months or more. It includes an in-depth assessment and unique benchmarking activities to monitor progress. You will receive internal and external feedback about how to improve your team, as well as specific feedback for the team leaders. The team will be given time to create an actionable plan for improvement. Focus points include developing a shared vision, skill building to improve areas of weakness, and more.

Allowing workers to work from home or from wherever they choose allows them to have flexible schedules for their work and personal lives. It allows them to create their own time frames according to company-set deadlines and to make up time if they need to attend to an appointment that they normally would have to request a whole day off from work for.
Isolation. When you work from home, it’s likely that you’ll experience less contact with other professionals in your field — especially for, but not limited to, individual contributor roles. You won’t have a daily commute, so you won’t encounter other people on your way to and from the office. You won’t bump into other workers at the water cooler for a casual conversation, or have lunch with your coworkers a few days a week. With fewer encounters with other people — and other professionals in your field — it’s easy to feel isolated, which can lead to a slump in progress or even depression.

Security is often overlooked when a business decides to allow employees to work remotely, leaving companies vulnerable to cybercriminals. Although there are cloud options to make remote work easier, with today’s internet of threats, companies cannot afford to overlook protecting their confidential and proprietary information. - Tammy Cohen, InfoMart

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One is the jealousy aspect. I’ve been in semi-remote teams wherein only a few people (or even just me) were allowed to work from home. What has worked for me in the past is to clarify responsibilities between my manager and colleagues. Then deliver unfailingly. Once a team learns to appreciate your work, it shouldn’t matter whether you do it beside them or from somewhere else.

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