Quels sont certains des défis de travailler dans une équipe virtuelle ou à distance?

Additionally, it will be crucial to establish ground rules for online communication. Also, it will important to provide everyone involved with virtual communication skills training and models to enhance the communication between teams interfacing in a diverse, virtual environment.

In my experience working with remote teams, I've encountered several significant challenges, including issues with accountability, in-person communication, and limited collaboration and innovation. Among these, ensuring accountability has consistently been a top priority. Remote work culture sometimes leads to individuals appearing busy but not necessarily productive. This dynamic requires proactive efforts to maintain accountability and productivity levels within the team.

The lack of non-verbal cues can lead to misunderstandings, while time zone differences make real-time communication difficult. To overcome these challenges, it's essential to establish clear communication channels and guidelines, encourage regular check-ins, provide training and resources, and regularly review and adapt communication processes.

While many big organisations announced (after phase 1 of Covid-19 Pandemic) that they would allow their employees to work from home forever (and also that work from home had increased productivity), now most have said hybrid and even asking all to come back to office - even at the cost of some leaving the organisation). Reason - simple: remote/ virtual working's biggest challenge is lack of communication and collaboration. All supervisors are admitting this now, even if the juniors are not yet.

Kommunikation benötigt Spielregeln und je remoter ein Team verstreut ist, umso klarer müssen diese Regeln sein. Ein Beispiel kann sein, dass in Konferenzen die Kamera eingeschaltet wird oder dass die Handhebefunktion genutzt wird.

Feeling lonely and being alone are two different things. If you are alone and feeling lonely then you must be in bad company.

Without the social interactions of an office, team members can feel disconnected and unsupported, which can impact morale and productivity. That’s why it is important to organise regular virtual meetings and social activities to create a supportive online community that can help mitigate these feelings.

While people said (when work from home started for almost all, during Covid-19 Pandemic) that they were happy spending more time with family, globally many studies have shown home violence, and divorces going up. I understand an advocate in Agra, India (who specialises in divorce cases) said 'I wish, no marriages take place in India for next 5 years' because he is overloaded with divorce cases, mostly who are 1-10 years into marriage. Some people (I conducted a global study during phase 1 of Cocid-19 Pandemic) said that they were missing the tea/coffee breaks of the office and the chats around that time - simple!

Neue Arbeitswelten brauchen neue Kulturrituale. Statt des Treffs an der Kaffeemaschine könnte es auch einen virtuellen Teamraum geben, in dem man sich zu festgelegten Zeiten treffen kann. Eine weitere Möglichkeit wäre, sich an die Ursprungsform des Mok-Bang zu erinnern. Ursprünglich aus Südkorea kommend, setzten sich die Menschen vor die Kamera und aßen oder arbeiteten "zusammen" um der eigenen Einsamkeit zu entkommen. Die erfolgreiche Umsetzung solcher Maßnahmen hängt natürlich von der Offenheit und Akzeptanz der Mitwirkenden ab.

Supervisory and employee relationships can become a real challenge where direct knowledge of one another may be hindered which can create an atmosphere where being there for one another may be harder. Everyone, especially supervisors must make a conscious effort to know others and be purposeful in their interactions with one another.

While technology has evolved a lot in all cities in all countries, when 2-5 people work from home, no bandwidth is enough and then people have to switch off the cameras - bringing a gap in communication and collaboration. Some people are known to misuse this - they switch off the camera and do some other activity - eat/ drink/ kids/ pets. That brings down the quality and quantity of the output.

Was meiner m.M. nach gerade in diesem Punkt häufig komplett übersehen wird, ist, dass durch die Digitalisierung ein bestehendes Problem sichtbar wurde. Welcher Mitarbeiter kennt denn die Erwartungen, die an seine Rolle gestellt werden? Was genau beinhaltet diese Rolle? Welche Führungskraft kann seine Erwartungen denn wirklich klar kommunizieren? Stehen Rollenerwartungen des Mitarbeiters, der Führungskraft und des Unternehmens überhaupt im Einklang? Ein erfolgreiches remotes Arbeiten erfordert auch viel Klarheit und Transparenz: auch in der Unternehmenskultur.

Distributed teams often struggle to align goals and synchronize efforts, creating inefficiencies. To enhance collaboration, use centralized project management tools that provide transparency on roles, deadlines, and progress. Implement structured weekly updates to address roadblocks promptly and encourage cross-functional brainstorming sessions to harness diverse perspectives. A clear, iterative approach to planning ensures teams can quickly pivot in response to evolving customer demands while staying focused on shared objectives.

Clear and regular communication is the cornerstone of forming trusting relationships in a remote working environment. Organising virtual team-building activities can help strengthen social bonds and promote a sense of belonging within the team. Also, make sure there are communication channels available for open dialogue and feedback.

Dieser Punkt schließt sich aus meiner Sicht an den vorherigen an. Vertrauen wird dadurch aufgebaut, dass Erwartungen zuverlässig erfüllt werden. Doch was diese Erwartungen? Hier kommen wieder an den Punkt an dem man sich fragen muss, was das Ergebnis des "Jobs" ist. In der Zusammenarbeit bieten sich dadurch große Chancne. Denn um remote zusammenarbeiten zu können, muss man viel mehr über den Kollegen, dessen Arbeit und Arbeitsweise wissen, als in einem physischen Büro. Das erfordert nicht nur eine echte Bereitschaft zur Kooperation und damit neue Soft Skills.

Building trust and engagement in virtual teams requires visibility into effort and outcomes. Foster trust by promoting open communication, setting measurable goals, and consistently following through on commitments. Engagement is bolstered through recognition—both peer-to-peer and manager-to-team—highlighting contributions that advance customer goals. Aligning individual tasks with broader organizational values reinforces purpose, ensuring team members remain invested in delivering value to customers even in dynamic environments.

Remote workers should proactively seek out virtual mentorship, enroll in online courses, and participate in webinars to fill the learning gap. Additionally, they can benefit from setting up peer learning sessions and joining professional online communities to share knowledge and experiences. This approach not only fosters personal growth but also helps in building a supportive virtual network. But remember nothing beats the in person interaction and learning

Accessing growth opportunities in virtual setups can feel challenging but is critical for sustaining adaptability. Create structured online learning programs tailored to evolving customer needs, and encourage self-directed learning through curated resources. Pair employees with virtual mentors or peer coaches to exchange insights and accelerate skill acquisition. By embedding continuous learning into remote workflows, teams remain agile and equipped to meet shifting market demands while fostering individual growth.

Experiment with the perspective opposite to yours. The virtual work context seems to at times generate fairly entrenched positions. If we experiment with the perspective opposite to ours, we'll broaden our understanding and empathy, decreasing the challenge generated by being stuck in rigid positions.

Resiliency and teamwork are cornerstones of thriving virtual teams. Resiliency arises from fostering psychological safety—encouraging open dialogue about challenges and empowering teams to take calculated risks. Teamwork thrives when roles are clearly defined, yet flexibility is encouraged for cross-functional collaboration. Regularly revisiting customer feedback ensures that team efforts are aligned with external expectations, enabling the group to pivot as necessary while maintaining cohesion and morale.

Lack of free coffee, harder to get steps in, and you can't overhear the people's complaints that gives you a heads up that you might be affected by. And no chance of incidental birthday cake.

The moment we allow remote/ virtual working we compromise on physical and information security - arrangements of office can never be matched at any other place (remote/ virtual/ home). Some people have tendency of working extra long hours the moment they get chance (easy when you are working remotely/ virtually) - this definitely has drain on physical as well as mental health. Also, some supervisors expect their team members to be available/ working all the time (when they are not in the office). The impact is the same - physical as well as emotional/ mental drain.

Remotes Arbeiten eröffnet eine neue Form der Zusammenarbeit und erlaubt ein Global Human Ressource Pooling. An die Mitwirkenden stellt remotes Arbeiten jedoch neue Anforderungen an die Eigenverantwortung, Selbstverpflichtung und Kooperationsfähigkeit. Nicht jedem wird das liegen und auch nicht jeder wird das wollen. Das sollte uns jedoch nicht abschrecken, sondern vielmehr nach erfolgreichen Umsetzungen, Weiterbildungsangeboten und Verständnis für den Lernprozess suchen lassen.

Whilst a huge supporter of flexible, hybrid working, there's concern that being outside the rooms where business is done can adversely impact on remote workers, and a disproportionate number of them are women. All the more reason then,if being physically in the office is not an option for those critical moments, to have a considered plan of attack: if you are in those meetings, albeit remotely - how can you make them count? Can you reach out to people ahead of the meeting to connect with them and forewarn them you'll be there? During the meeting, can you plan to make a valuable contribution to increase your visibility in it? And following the meeting, what action points can you follow up with the ensure your visibility continues beyond?

To thrive in remote environments, develop a culture that embraces experimentation and celebrates learning from failures. For instance, during a customer-driven pivot, encourage team members to prototype and test ideas quickly, sharing both successes and setbacks. This iterative approach fosters innovation while reinforcing trust and collaboration. Additionally, invest in tools that simulate in-office dynamics—virtual brainstorming spaces, gamified collaboration platforms, or AI-powered insights—bridging the gap between physical and virtual workflows to enhance both efficiency and team spirit.