A virtual team encompasses a group of persons who are destined to work across organizational boundaries, space, and time and are linked by technology. However, the following are the factors that will build a virtual team and also provide benefits to the organization and the team members. First, it is important to provide complementary roles and responsibilities. The most important thing is to ensure that every member understands the roles of individual virtual team members. Similarly, they should know where they should seek for support or resources. Such knowledge will help the team to achieve its target. The ground rules of the groups should vividly describe the various responsibilities and tasks of individual members. According to Divol, & Fleming, (2012), Symantec disaggregated the human resources activities into the roles that include generalist and specialist. Also, it should address the protocol and solutions when the groups or individuals do not fulfill the responsibilities. The team member’s roles and responsibilities should complement one another and also represent a unique feature of the organization. Therefore, flexibility and freedom is essential in any working station. Given flexibility and liberty people can create time and space that they feel is best for them. Also, it allows individuals to juggle their careers along with day to day activities.

The second factor is communication. Successful communication is critical to creating a bond between the virtual team members. The information given out should align to the task at hand. However, accurate information will aid in avoiding conflicts that might arise between members and hence allowing the team to attain its goal. The virtual team can enhance concise information by ensuring they are strict with time. When the information is received promptly, the cohesiveness of the virtual team is strengthened. Technology such as social media, e-mails, video conferencing and fax has boosted the effectiveness of communication by ensuring that the team members interact well.

The third factor is to build relationships and trust. The manager can build a relationship with team members by spending time in a face-to-face discussion. The virtual teams should connect physically to one another every quarter to discuss their common challenges, activities and enhance their relationships. A culture of trust among the team members will only exist after the virtual team members have confirmed and built their relation on an ongoing basis. The performance and the behavior of the group affect individual members. Therefore, the presence of positive group behavior will boost the experience of the team members and ongoing participation.

Reference

Divol, R., & Fleming, T. (2012). “The evolution of work: one company’s story.” Retrieved from http://search.ebscohost.com.lib.kaplan.edu/login.aspx?direct=true&db=bth&AN=82911533&site=ehost-live

 
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