Introducing Social Networking at Work Part III (do we need it?)

July 21, 2008 at 10:36 pm Leave a comment

When you did the analysis of your business processes you may have found that teams are spread out and/or work different hours.  It might look like the company below:

ABC Corp has 2000 employees, 12% of which work remote–meaning at home.  Since ABC Corp is spread out globally, the teams function as remote teams even though these team members are in an office of ABC Corp; some teams also have members from the 12% who work at home.  When looking at processes it is discovered that:

  • The manager feels somewhat out of control; he/she is not sure always when his remote team members are on line.
  • At home remote workers feel disconnected at times–they feel they are the “last to know” and do not have the same feeling of connectiveness as those in the office do as far as connecting with other ABC Corp employees–even if those employees work for different business units/projects.  It causes a feeling of insecurity within this group of employees.
  • Too much email seems to be a consistent theme–since this seems to be the way people share information on projects they are working on, since they are spread out from each other and in different time zones, they email ALOT!  No one is quite sure what the latest document is.
  • Expertise is spread out across the organization.  BUT when a team member hits a road block or challenge there is no way to tap into this expertise and to connect with someone that has knowledge in that area.
  • There is no process for many things; each area has created their own.  No knowledgebase to research to inquire if another unit is doing a similar process.  So the “wheel is reinvented” over and over again.
  • Trust and communication is an issue.  People feel more open to communicate and then to trust if there is face to face connections than when they know nothing about their team member.  Loyalty?  It barely exists.
  • Job turnover is high on these remote teams.  Even with the members that like their job, they are not reaping the benefits of connecting with coworkers, so they seek out other job situations.
  • It has been difficult in assigning tasks and tracking progress on those.  It is hard to talk to someone across the globe and during the day employees are left wondering what the status on project tasks are.

These are just a few of the things you may have discovered in doing the analysis on the user end.  Many holes and processes that are not quite working.  I am sure you can think of many more!  Share those in the comments and then let’s collaborate on a solution and buy in to that solution!  Looking forward to hearing your thoughts!  Happy collaborating.


Entry filed under: collaboration, Debbie Tegart, remote teams, Teams. Tags: , , , , , , .

Bar Camp Just pick up the phone would ya?

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