One added wrinkle in human capital management that’s unique to our modern era is the emergence of companies and staffs that are altogether global in scale. Business leaders looking to find and develop talent are no longer constrained by the geographical areas in which they operate – instead, new technology has given them the capability to reach out and find key contributors anywhere, at any time.
This is an exciting development for global HCM leaders, as it means more options for adding people who could potentially turn into true “rock star” performers in the office. Of course, it also brings difficulties. How do you manage employees who live hundreds, or even thousands, of miles away? What do you do to keep them continually engaged, motivated and contributing positively to the organization?
According to a TalentCulture blog, this is an increasingly common problem for talent leaders these days. Meghan Biro, founder and CEO of TalentCulture, explained that many organizations have a core management team that’s centralized in one place, but beyond that, they have employees scattered elsewhere around the globe. The question is how the former can effectively coach the latter.
“Geographically distributed work teams can be a great source of creativity and energy, or a huge drag on productivity and results,” Biro noted. “It’s really in the hands of the leader which way it goes. Global leaders, please stay human and present for your teams. Stay ahead of your competition by remaining engaged with your talent on a regular basis.”
The following are six strategies for HCM leaders looking to do just that.
Begin with strong leadership
It’s always important to have good people in charge of your talent, and that’s especially the case when they’re disparate geographically. No matter when and where people are working, they should have leaders that they trust looking over them.
Establish a solid process
There’s always a sense of uncertainty with global teams to some degree, but you can alleviate this worry by setting up a consistent work routine and having people stick to it. This should remove a great deal of the confusion and guesswork from the process.
Keep roles well defined
It’s OK if people are scattered all over the world, so long as they know what they’re doing and how they contribute to the good of the team. As long as everyone knows their role and executes it well, there should be no major problems.
Stay in constant communication
It’s fortunate that today, we have no shortage of ways for employees to keep in touch despite the distances separating them. Emails, texts, mobile apps, cloud solutions and social media networks have all made it far easier for employees and managers to stay connected.
Have support systems in place
Work is a collaborative effort, and it’s always easier for employees to achieve if they have co-workers to lean on for support. No one should be left on an island – instead, they should have collaborators who can help them achieve their long-term goals.
Go with a global HCM solution
For global companies, visibility into global HR and payroll data is something many are lacking. How can an organization make global business decisions without having a complete look at data across each of the countries they operate in? Only a truly global solution for HCM with a global system of record will give these organizations the reporting capabilities and access to the info they need