{"id":2150,"date":"2019-12-06T10:30:03","date_gmt":"2019-12-06T02:30:03","guid":{"rendered":"https:\/\/flydesk.com\/?p=2150"},"modified":"2023-01-11T11:26:07","modified_gmt":"2023-01-11T03:26:07","slug":"comms-in-remote-teams","status":"publish","type":"post","link":"https:\/\/flydesk.com\/da\/insights\/comms-in-remote-teams\/","title":{"rendered":"L\u00f8s udfordringen med kommunikation med eksterne teams"},"content":{"rendered":"<p>Der tales i stigende grad om kommunikation i eksterne teams i organisationer. Mellem 2005 og 2017 steg antallet af personer, der arbejder eksternt i USA, med hele 159%. S\u00e5 meget som 66% af virksomheder tilbyder muligheder for fjernarbejde (fra 2019), og 16% af virksomheder drives baseret p\u00e5 en fuldst\u00e6ndig fjernarbejdsstyrke. Dette er blot nogle af de mange statistikker, der viser, at organisationer i stigende grad bev\u00e6ger sig mod fjerntliggende teams med gode grunde. Forskellige unders\u00f8gelser har vist, at fjernarbejdere er <a href=\"https:\/\/www.apa.org\/research\/action\/control\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">gladere, sundere, mindre stresset<\/a> og <a href=\"https:\/\/news.gallup.com\/opinion\/gallup\/170669\/remote-workers-log-hours-slightly-engaged.aspx\"   target=\"_blank\"   rel=\"noreferrer noopener\"   aria-label=\" (opens in a new tab)\">mere engageret<\/a>. Eksterne teams betyder ogs\u00e5 f\u00e6rre udgifter til kontorlokaler.<\/p>\n\n\n\n<p>P\u00e5 den anden side st\u00e5r fjerntliggende teams over for andre udfordringer, som teams baseret p\u00e5 samme fysiske placering ikke skal h\u00e5ndtere. At interagere gennem sk\u00e6rme, apps og e-mail g\u00f8r kommunikation i fjerntliggende teams sv\u00e6rere og sv\u00e6rere at udf\u00f8re <a href=\"https:\/\/flydesk.com\/da\/2019\/08\/trust-in-distributed-teams\/\"  target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\"build trust  (opens in a new tab)\">opbygge tillid <\/a>at personlige relationer naturligt fremmer. Det er fordi ansigt-til-ansigt interaktion giver os en chance for at vurdere ikke-verbale signaler som tone og kropssprog. Ting som tidszoner, kulturelle og sproglige barrierer samt afstand kan f\u00e5 teammedlemmer til at f\u00f8le sig mindre som et team.&nbsp;<\/p>\n\n\n\n<p>Hvordan f\u00e5r du s\u00e5 fjerntliggende team til at kommunikere og arbejde effektivt sammen, n\u00e5r de ikke kan m\u00f8des ansigt til ansigt? N\u00f8glen er at indf\u00f8re en klart defineret intern kommunikationsstrategi \u2013 og holde fast i den.<br \/><br \/><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">S\u00e6t standarder for synlighed og kommunikation<\/h2>\n\n\n\n<p>For at lette effektiv kommunikation i fjerntliggende teams, start med at etablere det niveau af synlighed, du forventer af dine fjernmedarbejdere. S\u00f8rg for, at de ved, hvor mange timers arbejde der forventes hver dag, uge eller m\u00e5ned, og at de er klar over, hvordan deres arbejdsstatus eller placering skal deles med holdkammerater eller ledere. Distribuerede teams har brug for denne synlighed for at identificere det bedste tidspunkt at kommunikere med hinanden p\u00e5; medmindre rollen er fuldt fleksibel med klare anvisninger og minimalt behov for interaktioner med kolleger.<\/p>\n\n\n\n<p>Opret en ekstern eller fleksibel arbejdspolitik, eller f\u00e5 dit HR-team til at skitsere dette dokument. Denne politik b\u00f8r omfatte vilk\u00e5rene for de fleksible arbejdsfordele og de foretrukne v\u00e6rkt\u00f8jer eller applikationer til fjernsamarbejde og kommunikation. Se vores <a href=\"https:\/\/flydesk.com\/da\/insights\/tool-guide-to-communications-for-remote-teams\/\"  target=\"_blank\"  rel=\"noopener noreferrer\">V\u00e6rkt\u00f8jsguide til fjernkommunikation<\/a> for flere detaljer. Den fleksible arbejdspolitik b\u00f8r ogs\u00e5 klart angive, hvad du forventer af hvert teammedlem med hensyn til online tilstedev\u00e6relse og synlighed. Dette sikrer, at hvert medlem af dit distribuerede team er klar over, hvad de skal g\u00f8re, og hvorn\u00e5r de kan drage fordel af en fleksibel arbejdsmodel.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Klare opgaver og m\u00e5l<\/h2>\n\n\n\n<p>S\u00f8rg for, at hvert medlem af dit team forst\u00e5r deres opgaver, og at de er opdateret p\u00e5, hvad de skal opn\u00e5. Brug en delt kalender eller et projektplanl\u00e6gningsv\u00e6rkt\u00f8j som f.eks <a href=\"https:\/\/teamweek.com\/\"   target=\"_blank\"  rel=\"noreferrer noopener\" aria-label=\"Teamweek (opens in a new tab)\">Holduge<\/a>, for at holde hele dit team opdateret p\u00e5 de opgaver, som hver person arbejder p\u00e5 i \u00f8jeblikket, s\u00e5vel som dem, der afventer. Denne tilgang vil i h\u00f8j grad reducere forvirringen med hensyn til, hvem der skal arbejde med hvad, samt give mulighed for \u00e5ben kommunikation i eksterne teammedlemmer, hvis nogen problemer skal afklares.<\/p>\n\n\n\n<p>SMART-kriterierne er et effektivt v\u00e6rkt\u00f8j, der hj\u00e6lper dig med at s\u00e6tte klare, opn\u00e5elige m\u00e5l for fjernarbejdere. SMART-m\u00e5l giver ledere mulighed for at fokusere p\u00e5 resultater i stedet for at mikrolede medarbejdere. Denne tilgang er kendt for <a href=\"https:\/\/marjonfarz.wordpress.com\/2018\/01\/13\/to-be-or-not-to-be-result-oriented\/\"  target=\"_blank\"  rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">forbedre produktiviteten og booste moralen<\/a>. Dette akronym st\u00e5r for:<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\"   width=\"1024\"   height=\"341\"   src=\"https:\/\/mlgucbjxeu1m.i.optimole.com\/cb:B7VA.3e989\/w:1024\/h:341\/q:mauto\/ig:avif\/f:best\/https:\/\/flydesk.com\/wp-content\/uploads\/2019\/11\/smart-productivity.png\"   alt=\"\"   class=\"wp-image-2221\"\/><\/figure>\n\n\n\n<p>S \u2013 Specifik<\/p>\n\n\n\n<p>M \u2013 M\u00e5lbar<\/p>\n\n\n\n<p>A \u2013 Opn\u00e5eligt<\/p>\n\n\n\n<p>R \u2013 Relevant<\/p>\n\n\n\n<p>T \u2013 Tidsbestemt<\/p>\n\n\n\n<p>S\u00e6t m\u00e5l med disse faktorer i tankerne, s\u00e5 vil dit eksterne team v\u00e6re klar over det arbejde, der kr\u00e6ves for at n\u00e5 dem. Glem ikke at afklare, om hvert m\u00e5l er en kortsigtet milep\u00e6l eller et mellem- eller langsigtet m\u00e5l.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">M\u00f8der og opkald \u2013 hvorfor, hvordan og hvorn\u00e5r<\/h2>\n\n\n\n<p>Regelm\u00e6ssige m\u00f8der faciliterer en \u00e5ben samtale om arbejdsgange og medarbejdernes pr\u00e6stationer. Afhold ansigt-til-ansigt- eller videom\u00f8der ugentligt p\u00e5 en-til-en basis med hver medarbejder; disse skal vare mindst 20 minutter. Dette er det perfekte tidspunkt til at tage fat p\u00e5 eventuelle pr\u00e6stationsproblemer og til at l\u00f8se eventuelle sp\u00f8rgsm\u00e5l om specifikke opgaver. Det er ogs\u00e5 et godt tidspunkt at give statusopdateringer.&nbsp;<\/p>\n\n\n\n<p>Brug regelm\u00e6ssige taleopkald til korte en-til-en diskussioner uden for det ugentlige m\u00f8de; til gruppem\u00f8der med mere end to deltagere skal du dog bruge virtuelle tale- og videom\u00f8der. Dette sikrer, at alle teammedlemmer er <a href=\"https:\/\/www.westuc.com\/en-us\/blog\/conferencing-collaboration\/top-pains-and-potential-video-conferencing\"   target=\"_blank\"   rel=\"noreferrer noopener\"   aria-label=\" (opens in a new tab)\">opm\u00e6rksom p\u00e5 og engageret i samtalen<\/a>.&nbsp;<\/p>\n\n\n\n<p>Udf\u00f8re vurderinger p\u00e5 halv\u00e5rs- eller \u00e5rsbasis. Disse skal vare mindst 1,5 time. En vurdering er en mulighed for at fokusere p\u00e5 den samlede pr\u00e6station for hvert teammedlem. Samt skitsere din organisations forventninger til hvert medlem fremadrettet. Mindre sp\u00f8rgsm\u00e5l vedr\u00f8rende specifikke opgaver har ingen plads her - diskuter disse p\u00e5 dine ugentlige m\u00f8der.<\/p>\n\n\n\n<p>Endelig, for at opbygge virksomhedskultur, organisere fysiske, personlige m\u00f8der mindst en gang om \u00e5ret. Disse er en mulighed for at udf\u00f8re ikke-arbejdsaktiviteter, s\u00e5som teambuilding-\u00f8velser. Disse m\u00f8der kan hj\u00e6lpe med at facilitere bedre forhold mellem teammedlemmer, hvilket vil give det distribuerede team mulighed for at arbejde som \u00e9n sammenh\u00e6ngende enhed, selv n\u00e5r de ikke er i samme geografiske placering eller tidszone.&nbsp;<\/p>\n\n\n\n<p>Andre kreative m\u00e5der at opbygge virksomhedskultur p\u00e5 inkluderer virtuelle happy hours, socialt spil og ikke-arbejdsrelaterede m\u00f8der. Forskere har discovered, at regelm\u00e6ssig deltagelse i disse typer aktiviteter forbedrer m\u00e5ls\u00e6tning og probleml\u00f8sningsevner hos medlemmer af distribuerede teams.<\/p>","protected":false},"excerpt":{"rendered":"<p>Communications in remote teams are increasingly talked about within organizations. Between 2005 and 2017, the number of people working remotely in the U.S. increased by a whopping 159%. As much as 66% of companies offer remote working options (as of 2019), and 16% of companies run based on a totally remote workforce. These are just&hellip;<\/p>","protected":false},"author":7,"featured_media":2418,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[47],"tags":[69,68,67],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v16.8 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Solve the challenge of communication with remote teams &mdash; FLYDESK<\/title>\n<meta name=\"description\"  content=\"Coordinate remote teams effectively with a clearly defined communication strategy. 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