
Disadvantages of Virtual Teams: Signs Your Culture Needs Help
One of the most significant challenges of managing a virtual team is establishing a strong workplace culture. Virtual culture refers to organizations and companies that operate remotely. While every employer has a unique culture, virtual environments bring specific opportunities and challenges due to their distributed, decentralized nature.
In the past, executive leaders and human capital consultants often criticized virtual workplaces. Common complaints included a lack of accountability, trust issues, difficulties in supervision, and concerns about employees wasting time on non-work activities like online games and social media.
However, times have changed.
The benefits of remote work for both organizations and employees are now widely recognized. According to Gallup, nearly half of all employed Americans spend at least some time working remotely. Various industries, including transportation, technology, arts and media, law, engineering, sciences, healthcare, and education, have embraced remote work. Telecommuting is linked to reduced stress, higher retention, and increased job satisfaction for employees, while organizations benefit from cost savings, increased productivity, and better employee engagement.
But does remote work automatically lead to a better workplace culture? Does it mean these companies have mastered the art of being great employers?
Not necessarily. Some companies may consider themselves top employers simply because they allow employees to work from home, but this view is shortsighted.
Like traditional, non-virtual companies, remote workplaces can suffer from cultural issues. The remote nature of these organizations can sometimes obscure these problems. So, what signs should you look for to determine if a remote workplace is struggling with cultural issues? Here are some warning signs that changes might be needed:
Lack of Direction
Remote organizations should be intentional about communication. Some experts suggest over-communicating in a virtual context. However, this can lead to essential professional actions being neglected, such as regular feedback and official reviews. Employees need to know how they are performing, what they are doing well, and where they need improvement.
Excessive Flexibility
In an effort to appear forward-thinking, some virtual companies adopt an overly casual mode of operation. This can result in teams being unclear about their roles and how they contribute to overall strategy. Even in a remote setting, operations cannot go on autopilot. A foundational mission without a real strategy can mask organizational shortcomings.
Inadequate Benefits
While working from home is a perk, it is not a substitute for actual employee benefits. Employers should not use flexibility as an excuse to cut corners on essential benefits like tuition reimbursement, paid time off, or health coverage.
Neglecting Training
Out of sight should not mean out of mind when it comes to team development. Remote companies must continue to invest in training and growth opportunities for their employees.
Internal Gossip
Remote teams are not immune to gossip. Without a physical watercooler or breakroom, rumors can still spread via text messaging, online chats, or phone calls. Poor communication or absentee leadership can exacerbate this issue.
Clique Formation
Virtual teams can become segmented and form cliques, either by accident or due to misunderstandings. Rigidly drawn lines between internal teams can lead to a lack of awareness and collaboration.
Stagnation
Remote work does not mean employees lack ambition. Organizations should avoid fostering a culture of stagnation, where flexibility is seen as the primary goal. Employees still seek advancement and new challenges.