Ask we speak, the world of work is shifting beneath our feet…
And maintaining company culture with a dispersed workforce is quickly becoming one of the top challenges HR is being asked to tackle.
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.
It won’t come as a surprise that our best piece of advice is to start using employee engagement software to help you overcome the unique challenges that come with managing dispersed workforces.
Stribe has helped over 1000 senior HR leaders ditch clunky processes and overwhelming data with anonymous surveys that reach every employee – no matter where they work.
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.
Dispersed teams are teams where people work from different places, which could be onsite, offsite, in different cities, countries, or even continents.
Are like dispersed teams, but everyone works separately, and from locations outside of a traditional office.
This could mean working from home, a coffee shop, or a co-working space.
Remote teams rely heavily on technology to communicate and collaborate, as they’re often not in the same physical space.
Are a mix of both in-person and remote work. Some team members might work in an office, while others work remotely.
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.
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.
Despite distance, your team should feel comfortable to approach you at any time they need support. Use email, video calls, messenger tools, 121s and regular team catch-ups to keep everyone in the loop and feeling connected.
Micromanaging is the quickest way to make your employees feel negatively about their work. Trust your team to get the job done and give them the autonomy they deserve – you hired them for a reason!
Schedule regular 121 chats with each of your team members to give them space to speak informally about things that may not come up in regular team meetings. 121s are an opportunity to catch up on work stuff, but also ask how they’re doing outside of work and build a personal connection.
Interestingly, Gallup research found that when managers provide weekly (vs. annual) feedback, team members are much more motivated and engaged to do outstanding work.
It may seem obvious, but cancelling on your team members repeatedly can have negative effects on team mindset and momentum. Your attendance to group and individual meetings should be regular to check in, share updates, and keep energy going.
Maintaining employee wellbeing isn’t by any means a new challenge, but the way in which you support your employees has become more challenging in today’s remote and dispersed working environments. Keep track of team health by adopting pulse surveys and employee wellbeing apps.
The truth is, if your organisation isn’t making employee wellbeing a priority then that is a significant detriment to your organisation. 77% of employees have experienced burnout in their current job. Simply, people need support at work, and it is an organisation’s duty to provide it – especially is a dispersed environment.
For a dispersed team, flexibility is a no-brainer. Learn to trust your employees and let them work when and how they work best. As long as expectations are outlined clearly, your employees are adults that are more than capable to manage their workloads and deadlines. So give them the freedom to balance work and personal life.
Round-the-clock availability from your team is just unrealistic and unhealthy – in fact, in some countries it is now illegal to contact employees outside of work hours. Always encourage your team to unplug and recharge.
Ensuring your dispersed team has access to the best technology and training is super important for achieving ideal performance and guarding your team from hitting unnecessary roadblocks. By investing in robust tools and training, you will significantly help with productivity and motivation.
Many employees find great satisfaction in evolving their skills and talents. Keep your team’s skills sharp with regular training and development opportunities.
Did you know 69% of employees would work harder if they felt their efforts were better appreciated? Without face-to-face interactions, acknowledgment becomes crucial for remote and dispersed workers to feel valued and motivated. Ensure you have a recognition program embedded in your culture that is inclusive for all your staff – near and far.
Don’t let little victories go unnoticed! Every win, big or small, deserves recognition. Stribe’s shout-outs make it simple for you and your colleagues to give those little messages of appreciation that mean so much.
At the end of the day, every dispersed team is different and general advice can only do so much! To have a happy, high-performing and engaged organisation, you need to ask your team for feedback regularly using surveys, actually listen to what they have to say, and make changes!
Many organisations fear that feedback will leave them open to criticism – you simply have to be okay with that! Accept that you won’t ever be able to make every individual happy, but you CAN listen to the collective voice of your team and encourage them to share their ideas to make work a better place. It’s the only way to grow and improve together.
Want to learn more about Stribe? We’d love to show you.
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.
About the author
Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
