Technologies such as web conferencing and on- demand workplaces have enhanced the growing trend of virtual workforces, bringing greater flexibility to today’s businesses. Employees gain the freedom to work from many different places at many different times. Teams connect and work together despite geographical boundaries. Online workrooms improve workflow and streamline review processes.

While all of this affords workers and employees increased flexibility and efficiency, it brings with it a new set of questions. What are the dynamics of a virtual team? Do they differ from on-site teams? How do you keep team members motivated and accountable? What is the best way to manage virtual employees?

Experts agree that there are several key aspects to keeping virtual teams running smoothly and keeping virtual employees happy. Here are a few to keep in mind.

Communication
The very same applications that enable instant and effortless communication (email, IM, chat rooms) require us to be especially mindful of how we communicate when working virtually. The need and desire for face-to-face interactions will never go away completely, no matter how advanced technology becomes. But the beauty of using technology is having more choices.

While working in the world of cyberspace can be liberating, it can also be isolating. When using virtual teams and employees, managers need to be especially mindful of staying in touch with everyone and giving praise when praise is due, perhaps in some sort of virtual public recognition.

Accountability
There may be no "I" in TEAM, but there are definitely individuals in a virtual team. A Harvard Management Communication Letter quotes Psychologist Tom McDonald from an article in Successful Meetings. McDonald emphasizes the need for accountability in virtual teams and notes that "...virtual teamwork starts with a high emphasis on individual responsibility, rather than on group thinking." According to McDonald, "Team members are very clear about what their individual jobs are, and, frankly, want to be left alone to do them. Achievement is uppermost in their minds. They take their jobs seriously and expect each team member to do the same."*

Trust
Employees need to trust that other team members will hold up their end of the bargain and complete project tasks on time. They also must trust that the company has their best interest in mind. Companies can help to foster this trust by enacting good communication and team building techniques. According to Darleen DeRosa, a Philadelphia-based senior organizational consultant with Right Management Consultants, companies should invest in team building, compensate for the lack of human contact, and find appropriate ways to support team spirit, trust and productivity.**

Companies tend to place a lot of importance on traditional team building activities. In order to effectively use off-site employees, companies must translate these efforts to help virtual teams bond.

Technology is never an answer in and of itself. Effective use of technology means factoring in the human component. Here are some helpful resources to help you do just that:

*Making Work-at-Home Work for Everyone, on Harvard Business School Working Knowledge (http://hbswk. hbs.edu/item. jhtml?id=3221&t=organizations)

**Team Building for Virtual Workplace, by Mike Dempster, in Business Edge (http://www.businessedge .ca/article.cf m/newsID/10076.cfm)