The world of work is changing, and it’s no surprise that challenges will pop-up along the way when managing a dispersed team.
At Stribe, we specialise in helping geographically dispersed teams become more engaged. So, you can trust that this article is here to help you tackle the common hurdles head-on.
We’ll dive into the difficulties that arise when managing dispersed teams, and provide practical solutions.
Very simply, a dispersed workforce refers to a team of employees who work from various locations rather than a central headquarters. Some employees might work remotely, while others are onsite, or alternate between a mix.
Geographically dispersed workforces are made up of teams that work across different cities, countries, and even different time zones. Dispersed workforces can also be known as distributed workforces.
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Dispersed teams, remote teams, and hybrid teams are all different ways that people work together, but they have some key differences.
In a nutshell, dispersed teams work from different places and locations, remote teams work outside of a traditional office (mainly online), and hybrid teams mix both in-person and remote work. Each has its own advantages and challenges, but they all must rely on good communication and collaboration to succeed.
For us Stribe is, for the first time, something that is truly accessible to everyone. It allows for that open communication which we’ve never had before. 
Without a doubt, one of the biggest challenges of managing dispersed teams is overcoming communication barriers.
When team members are spread across different locations, it can be challenging to maintain clear and effective communication. Messages may get lost in translation, and there’s a higher risk of misunderstandings. Plus, relying solely on emails isn’t an effective approach for everyone. Especially when you consider many deskless employees don’t have company email addresses.
Engaging dispersed team members is a mammoth challenge.
Without the daily interactions and sense of camaraderie found in traditional office settings, remote and dispersed workers can struggle to stay engaged and motivated. It’s essential for managers to actively involve their dispersed employees in team activities, solicit their feedback, and recognise their contributions to build a sense of belonging and commitment to the team’s goals.
Without direct supervision or oversight, some team members may struggle to stay focused and motivated. Additionally, it can be harder to track progress and hold team members accountable for their work when everyone is working in multiple roles across many locations. Implementing clear goals, milestones, and performance metrics, along with regular check-ins and feedback sessions, can help keep everyone on track and accountable for their responsibilities.
Remote and dispersed work can sometimes lead to feelings of loneliness, as employees may miss the social interactions and sense of belonging found in traditional workplace settings.
Managers should prioritise regular check-ins, one-on-one meetings, and opportunities for alternative socials to help employees feel connected and supported. Encouraging open communication and providing resources for mental health support can also help address feelings of loneliness among dispersed teams.
To overcome communication barriers in dispersed teams, it’s essential to prioritise communication channels where employees can voice their thoughts.
One effective solution is to implement regular pulse surveys and establish employee feedback channels to understand team members’ feelings and experiences.
Pulse surveys are short, frequent surveys designed to gather quick insights into employee sentiments, challenges, and suggestions. By regularly soliciting feedback through pulse surveys and providing dedicated (anonymous) channels for employee input, managers can gain valuable insights into communication gaps and areas for improvement.
Regular check-ins are super important for keeping dispersed teams engaged and connected.
Schedule weekly video calls to touch base with your team and provide updates on projects. These check-ins are also a great opportunity to offer support, answer questions, and address any challenges your team may be facing. Don’t forget to celebrate wins and recognise individual contributions to keep morale high. Consistent communication is key to building trust and keeping everyone on the same page, no matter where they’re working from.
Project management tools and collaboration platforms are game-changers for dispersed teams, helping track productivity and streamline workflows.
Platforms like Trello, Slack, or Monday.com allow teams to organise tasks, set deadlines, and track progress in real-time. With these tools, team members can easily collaborate on projects, share updates, and communicate effectively, no matter where they’re located. By centralising project information and nurturing collaboration, these platforms empower teams to stay focused, meet deadlines, and achieve their goals with ease.
We’ve said it before, and we’ll say it again; employee wellbeing should always be a top priority. No matter their role or location, encourage team members to take regular breaks, speak up about their challenges, and engage in activities that promote wellbeing.
There are a number of ways to create a culture that prioritises wellbeing. Consider offering virtual wellness workshops or mindfulness sessions that cater to diverse preferences and needs. Provide resources for mental health support, such as access to counselling services or employee assistance programs, to ensure that everyone has the support they need.
Surveying employees about their mental health is also a powerful way for you to gain insights into your workforce’s wellbeing. By asking thoughtful and empathetic questions, you can uncover challenges, identify areas for improvement, and create a workplace that truly prioritises mental health.
The future of dispersed work holds promise for greater flexibility, efficiency, and access to diverse talent pools.
However, to ensure the success of dispersed teams, HR managers and teams must prioritise employee engagement and wellbeing. Adopting employee engagement software is instrumental in this process, by facilitating communication, nurturing collaboration, and maintaining a sense of connection among remote employees.
By leveraging technology to support your dispersed workforce, you can empower your organisation to navigate the changes and journey towards a more agile and resilient work environment.
Talk to the team at Stribe to learn more about how we can help improve your dispersed workforce with employee voice.
