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.
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.
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.

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One option is to look at remote work as a benefit, not a policy. In today’s (and tomorrow’s) economy, there are going to be vast opportunities both online and locally. Opening or closing the door on remote work and distributed teams can be a great decision if it aligns with your strategy, goals, and what you’re trying to accomplish. Also, that decision doesn’t have to be final. Co-located teams can successfully go remote, and teams that started out remotely can decide to get an office space.
Virtual workplaces also provides the company a bigger pool of resources, since it allows them to choose the best and most capable employees for the job, regardless of their location. This is definitely an advantage in information technology and computer science, where some positions require very specific skills sets and experiences that may be difficult to find locally
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.
Greater Flexibility - The main plus for those who enjoy working virtually rather than going to the office every day is the flexibility it offers. Remote workers have complete control over their schedules, so balancing personal and work life is much easier. Research on the topic suggests that 75% of employees would prefer to work remotely if they had the chance and most who do are much happier.
Staying in the office throughout the workday is the best way to conduct a business. The use of virtual training allows employees to take a training workshop within the comforts of their office, pausing the training as needed to handle daily office demands. Streamlining the training program through virtual training creates an even better expeditious business.
Employees who have virtual offices or telecommute work more hours than their office counterparts. People who work in a virtual office can often blur the difference between home life and work life. Unlike employees who can leave work at the office, employees with virtual offices tend to continue to work outside of "normal" work hours. According to a report from the Bureau of Labor and Statistics, 50% to 67% of telecommuting hours push the employee’s over 40 hours a week.4 Some reasons for these additional hours could be the employees’ desire to justify their telecommuting by being more productive and continuing to work beyond business hours or a result of companies maximizing their salaried employees by providing them with virtual offices to be able to continue work outside the office.

Even with the right tools and adequate planning, virtual teams in the workplace can pose unique challenges for global companies of all sizes. An experienced talent development firm can help companies navigate the trials that come with virtual collaboration across cultural boundaries. Choose to work with a firm with a validated inventory in the market and a proven record for success.
One option is to look at remote work as a benefit, not a policy. In today’s (and tomorrow’s) economy, there are going to be vast opportunities both online and locally. Opening or closing the door on remote work and distributed teams can be a great decision if it aligns with your strategy, goals, and what you’re trying to accomplish. Also, that decision doesn’t have to be final. Co-located teams can successfully go remote, and teams that started out remotely can decide to get an office space.
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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Provide a time tracking tool for remote workers to monitor their billable hours. This is also good to make sure your remote team members don’t get burnt out working overtime. Managers should be able to view this time data and see which projects their team members are working on in real time. At Hubstaff, we use our own software, which supports randomized screenshots, app tracking, URL monitoring, productivity gauges, and detailed time reports. It also provides a breakdown of where someone has spent their time on an organization, project, and task level.
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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