Post-pandemic, employees prefer to work remotely beyond the bounds of a physical office. Therefore, virtual teams connect and work via online platforms. Although going virtual has its perks, there are some challenges that must be addressed to ensure a seamless operation. Remote employees struggle due to a lack of training, communication gaps, unclear goals, etc. The Human Resource function can assist managers to navigate these roadblocks to help virtual teams collaborate successfully.

HR’s Role to Support Virtual Teams

Below are five ways HR can be vital in supporting virtual teams:

1. Technology-train Employees

HR must revisit its training and learning plans and adapt to technological demands. Train employees across all levels to operate on digital platforms for communication such as MS Teams, Zoom, Skype, etc.

Moreover, provide tools for document sharing and time management such as Microsoft Drive, Google Drive, Trello, etc. Relevant training equips virtual teams with resources and tools to work together smoothly.

2. Provide Digitally Accessible Resources

Ensure digital access of important information and data to all relevant parties. Virtual teams will cease to operate let alone succeed if they lack the resources to do their job. HR must guarantee that managers maintain a transparent flow of information to their team members. Devise policies and rules for accountability.

3. Virtual Goal Setting

The significance of goal setting doubles when employees go virtual. Managing the expectations and performances of remote employees poses a challenge for managers. HR can introduce an adaptable goal-setting framework specially devised for virtual teams.

It will require managers and employees to agree on individual and collective goals, expected contributions, and outcomes. Moreover, set a frequency for feedback, progress review, and define reporting mechanism.

4. Ensure Open and Transparent Communication

Communication gaps lead to employee demotivation, disengagement, team conflicts, and value loss. The lack of open and transparent communication has been a pain point for employees in physical offices. However, virtual teams can suffer more from the absence of sound communication channels and mechanisms.

HR must devise communication practices and protocols for virtual teams. These would underline rules for what is shared via emails, response deadlines, the virtual team meets, post-work communication, etc.

5. Take Care of Employee Well-being

The well-being and safety of virtual teams are vital to avoid employee burnout and work-related stress. Remote workers must feel safe and have a sense of belonging to the organization. HR can achieve this by catering to collective and individual employee needs.

For example, periodic virtual team-building events, virtual coffee breaks, online home tours, etc. will engage multiple teams simultaneously. Likewise, take care of individual needs such as providing remote work equipment, data package, working station, etc. Above all, reach out to your remote workers personally to stay informed.

Final Thoughts

Although virtual teams have the liberty to work location free, however, they have their specific set of challenges. A proactive HR department ensures that sound mechanisms and policies are in place to tackle these issues. Training interventions on digital platforms, accessible resources, transparent communication channels, mutual goal setting, and employee well-being initiatives are a few ways Human Resource department can support virtual teams.

How can métier help you?

Let your teams reach their potential performance and add tremendous value to your business.

We at métier will create customized employee engagement strategies to help your virtual teams connect, communicate, and collaborate for continuous success.

Reach out to for a consultation today.