How Do Fully Distributed Teams Work?
Distributed teams held little general relevance before the pandemic. While they existed within many sectors and businesses, they were few and far between. With hybrid and remote work becoming the new norm, businesses are looking at permanent work solutions that reduce cost and improve productivity. Fully distributed teams have emerged as a possible permanent setup for some organizations. In the subsequent article, we take a look at how distributed teams work and their pros and cons to businesses and employees.
How do fully distributed teams work
Distributed teams were gaining popularity before the pandemic. A 2019 Forbes survey found that 70% of employees found on-site work unnecessary, and 23% of remote workers were part of distributed teams. Large companies with operations in different parts of the world have already dabbled in this work system with success.
Such teams consist of two or more employees working from geographically dispersed areas. The employees have no need to come into the office to work from a single location and can be distributed across countries. Some distributed teams may combine office workers with remote workers. Fully distributed teams are completely scattered across locations.
Although this is a slightly different work structure, the term may often be confused with remote teams or remote working. Distributed teams are spread geographically, and some members may even work from the office. Team members rarely or almost never meet each other in person. Distributed teams may even work from various office branches in different parts of the world.
Remote teams, however, use work-from-home policies and are rarely very widely spread geographically. Being locally based, their work is much easier to collaborate with, and in the pandemic era, they were borne out of necessity rather than intrinsic benefits.
With the proper infrastructure and the right tools for the job, distributed teams have many benefits to offer beyond traditional teams. Collaboration and communication especially are necessary elements to make distributed teams worthwhile.
Benefits of distributed teams
Remote work productivity
Distributed teams offer the added benefit of remote working. This excludes travel expenses and time, and employees are able to work from familiar, comfortable environments, especially in the case of WFH teams. A survey of over 10,000 employees found at least 30% reported being more engaged and productive, saving a combined average of 62.4 million hours per day lost on commute-related time. Other research shows individuals save up to $500 a day with the reduction in commute.
All these factors combine to produce a much more engaged workforce. Employees can make use of flexible work hours without the interruption of excessive supervision. Improved work-life balance and control over work makes employees happier and more productive.
Reduced running costs
This is a no-brainer. DIstributed teams mean businesses don’t have as many people coming into the workplace and using company resources. This means a smaller office space can suffice, and less hardware infrastructure is required. Businesses can also cut down on costs of facilities that employees would otherwise require. Essentially, fully distributed teams take care of themselves and provide higher returns for many reduced costs.
Greater hiring options
Distributed teams mean no longer being restricted to a specific geographical area. Businesses have the pick of the talent available around the globe, who can run the company from a variety of locations. Such teams also have the benefit of bringing unique cultural insights into the workplace, which is especially useful to companies with globally dispersed operations.
Potential downsides of distributed teams
Alienation from the workplace
Being a physical part of the workplace lends a sense of belonging. Distributed teams lose out on this aspect, which can lead to a sense of alienation and detachment from the work and other employees. These factors can negatively affect the work produced by employees. Motivation may be adversely affected, as employees don’t feel like they really belong and take less of a personal interest in their work. Businesses may need to make an extra effort to keep distributed teams involved with the company.
No in-person collaboration
In-person collaborations allow for better networks and connections to be formed among colleagues. These give way to better teamwork and greater efficiency. Since this factor is missing from distributed teams, it may adversely affect their ability to work together effectively, especially in the long run. Many people also find it easier to resolve problems and find solutions in person than remotely, which they are unable to do, leading to prolonged conflicts.
Fears of unequal treatment
Feeling left out of the work culture can give birth to other problems. Employees may fear they face unequal treatment by managers and supervisors compared to employees who work from the office. Research shows many employees feel they are treated differently by colleagues when they are not working from the office. They may also feel in-office employees are favoured and given more consideration than they are. Businesses should work on creating a conducive environment that caters to both office and remote distributed employees.
Fully distributed teams may not always offer returns, and this can be due to any number of factors. Such teams may simply suit certain types of work better than others. Businesses willing to run the risk may have to put in the work to truly see the benefits of such a setup. They should also work on creating a conducive environment that caters to both office and remote distributed employees to maximize productivity. In either case, fully distributed offices and teams will continue to evolve alongside the pandemic. How well those teams perform is yet to be determined.