“Remote management is not radically different from managing people on-site. The biggest difference is a shift in management style from “eyeball management” (assuming workers are being productive because you physically see them at their desks working) to managing by results.” — Phil Montero
Human talent – that encompasses ingenuity, experience, knowledge, intuition, wisdom, and expertise – represents a precious resource on this planet, one that must be encouraged, shepherded, and harvested to yield positive, constructive outcomes. The curated application of talent (and effort) operates at the core of every successful enterprise; this assertion holds emphatic meaning in modern times when enterprises must operate remote teams of knowledge workers/associates dispersed in different geographies. This bestows a matchless competitive edge to the enterprise and hence, the imperative to manage several remote teams and drive productivity has emerged as a primary activity in contemporary landscapes.
The knowledge industry must evolve techniques, processes, and procedures that drive effective team management in a variety of work scenarios. Such techniques enable organizations to perform at higher levels, fulfil the expectations of clients, burnish their competitive edge, and register progress in paradigms that rely on distributed workforces. In these contexts, the flowchart (and similar versions of blueprints/illustration) contains significant potential to contribute to the design and evolution of such techniques, processes, and procedures.
Multiple systems of communication and collaboration remain the beating heart of effective strategies designed to manage several remote teams. Managers and supervisors could utilize digital systems – such as instant messaging, email, video meetings, electronic message boards, and digital telephony – to pilot work projects that depend on several remote teams of workers/associates. Flowcharts could help supervisors to establish an effective grid of virtual devices that drive team performance, empower the individual worker, and accelerate outcomes in line with the expectations of employers/organizations. We could infer that regular communication drives success in initiatives to manage several remote teams on a simultaneous basis. Flowcharts also gain significance by allowing team managers to design strategies that connect supervisors to individual workers located in different regions.
Intangibles – such as accountability and trust – can perform a central role when designers seek to architect methods to manage several remote teams. For instance, team supervisors could utilize virtual communications to engender trust and foster a culture of accountability as part of developing the ethos prevalent in distributed work spaces. This, when achieved, empowers teams to perform in tandem, and defeat the constraints imposed by geography. “Two-way dialogue between managers and employees ensures that communication efforts help, rather than hurt, engagement.” Further, feedback delivered regularly via digital media helps to reinforce trust in remote team environments, thereby boosting the qualitative aspects of processes operating in the digital workplace. These aspects can find granular description inside flowcharts, thereby driving the evolution of methods designed to manage several remote teams. Such illustrations, therefore, serve as instruments to develop processes and their many moving parts.
“Geographically dispersed team members require tactical direction.” Based on this observation, organizations and line managers could utilize the spaces inside flowcharts to develop custom sets of instruction that allow team members to fulfil their professional mandate. This technique boosts progress towards a fundamentally aligned organization that is able (and competent) to manage several remote teams. Tactical directions could change in tune with mandates issued by various clients; in this scenario, multiple editions of flowchart could prove instrumental in terms of boosting employee ability to service the evolving requirements of clients. The mechanics inherent in flowcharts also empower employees/associates to adjust the pace of performing work in a bid to promote multi-tasking initiatives. These instances clearly demonstrate the utility of flowcharts in the mission to manage several remote teams successfully.
Discrete levels of competent managerial talent – when deployed inside an organization’s framework – could add wind to the proverbial sails in the project to manage several remote teams. Layers of managers and supervisors – when positioned inside different panels of flowcharts – could help attain the headline objective. This structure ensures high levels of accountability inside different layers of the organization, focuses multiple lines of attention/supervision on the quality of workflow accomplished each day by remote workers, and enables better practices to take shape in the distributed workplace typical of modern times. Such fashioning of inter-linked processes finds stalwart expression inside flowcharts, thereby empowering organizations to experiment with different sets of workers/associates.
Work interactions – also known as collaboration – could be a vital aspect of the success/performance of remote teams. This assertion can find integration into initiatives to manage several remote teams when organizations seek to escalate the value proposition offered to clients and prospective customers. Flowcharts could posit a variety of connections between components of different remote teams, thus enabling optimal work strategies to take shape. Such tactics can drive beneficial downstream effects wherein organizations attain the ability to service complex, multi-stage work requests – or projects – from clients and customers. In essence, the flowchart emerges as a primary tool that enables managers/supervisors to manage several remote teams. These illustrations can demonstrate the flexibility of the distributed work model, while serving as a template that positions organizations for success in competitive markets.
Segments of flowchart could help reinforce the core values espoused by the modern organization. Such a stance exerts a positive effect on efforts devised to manage several remote teams in terms of implementing discipline in (the cadence of) workflows and (the structure of) work processes. For instance, a consulting firm could implement sets of core values in every activity undertaken by analysts and consultants. These values could emerge as overarching objectives embedded in every (operational and strategic) activity undertaken by said firm. Flowcharts could assist in efforts to drive such an implementation, enforce values in the course of periodic reviews of work processes, and integrate new forms of organizational ethics as the firm evolves over a long-term horizon. Remote teams gain the maximum impact from such initiatives, thereby helping preserve uniformity in the performance of every employee/associate.
Some industry observers assert, “When it comes to working with remote teams, the key is to allow flexible hours to maintain consistency.” Supervisors that seek to manage several remote teams could devise working hours based on different parameters. This indicates the creation of a flexible process, one that can adjust itself across time zones and deliver on the expectations of employers and employees. Hence, flexible hours – once granted to the workforce – could propel higher levels of efficiency and performance in remote workers. Such a matrix, when developed inside flowcharts, allows the modern organization to design enlightened work practices that center on consistently delivering the best in terms of pure performance.
Close interactions with the ideas and suggestions enshrined in these paragraphs allow readers to locate the importance of flowcharts in managing remote work teams and processes. Supervisors could utilize flowcharts to develop a range of work strategies that promote accuracy and adherence to timelines committed to clients. In addition, flowcharts could emerge as crucibles of experimentation that lead the proverbial way to finely tuned work systems distributed digitally across the globe. These illustrations also empower supervisors to combine the powers of multiple teams to service large requests or drive complex projects in real time. Alternatively, flowcharts could serve as a canvas that brings to fruition plans to expand the modern definition of a workforce. In doing so, these blueprints help us envisage the growth of organizations from multiple points of view.
