Hiring, Communication and Culture of Virtual Company

Hiring

Virtually, of course! Isnt cyberspace great? That's probably the best place to go in search of your very own Virtual Assistant or Virtual Employee. The best option; however is to find a good virtual staffing agency. An agency will save you a lot of time by screening the virtual assistant for you and choosing the best one to match your needs. As an added bonus, if the VA /VE doesn't work out for you, all you need to do is make one simple phone call and the agency should be able to find another one for you quickly and without additional time wasted, or extra charges.

Truth is told: I’ve never hired a virtual worker I haven’t met. Even though I’ve had some long-term work relationships with people exclusively online, I don’t recommend it for employees. Ultimately, face-to-face interaction is important to building (or solidifying) the kind of relationship people has working together. Some of the bases to cover in the hiring process are: some suggestions.

When you hire virtual assistance or outsource your complete office work to a professional Virtual E xecutive Assistant, you get relaxed of things you can't even imagine. Your virtual secretary or virtual receptionist will be there to take care of your tele phone calls, meetings, appointments settings, make presentations, billing and payments tasks, write content for your notices, press releases, blogs, real estate virtual assistance, medical administrative assistant, business virtual assistant, desktop services, legal virtual assistance and even take care of your research related works.

Communication

Communication in the virtual form is expected to be rapid and customized in response to customer demands (Davidow and Malone 1992). This implies that communication content and direction are likely to be more temporary, as links between organizational entities are formed and dissolved over time (Monge and Contractor in press). To the extent that lateral relationships in the virtual form substitute for hierarchical channels, greater volume of communication should occur, as two-way exchanges among a greater number of people are more likely. To the extent that communication volume is greater, there may be pressure to make some communication more formal or programmed in order to gain efficiencies and bring routine to otherwise customized work. Simultaneously, some communication is likely to become more relationship-based. Parties may seek a relational basis for transactions so that intimacy can be created in the face of distance, and trust can be established and maintained. Personal relationships and informal contacts are known to be more powerful than formal structures or reward systems in lateral organization designs (Joyce, McGee and Slocum 1997). Consequently, a likely tension in the virtual form will be simultaneous needs for more and richer communication, on the one hand, and pressures for greater transaction efficiencies, on the other.

Well, do you mean manage or micro-manage? No successful business owner can afford to micro-manage. If you need to micro-manage, you should find someone to sit right next to you in your office. If you can refrain from micro-managing and allow your admin to think and do on her own, you'll have no problems managing him/her from a distance. Through proper candidate selection, proper training, clear and concise instructions, and the daily reporting I mentioned earlier, there should be no serious problems. That's an easy one - ABSOLUTELY! It's as easy as ordering a "call forwarding" option from your phone company. You then punch in the code that your phone company requires and forward the phone to your admin. She'll answer your calls, answer caller's questions, and relay messages back to you.

Culture

Whichever combinations of media you are using to support a virtual team, you need to think through how those media will affect the culture of the team's environment. What metaphors are you using for the environment and the interactions? How will these metaphors cue team members to think about where they are and what they are doing? Keep in mind that you are creating an environment to support relationships, not just to exchange information. How can you help the group create a mental map of the environment so that members develop appropriate expectations? What norms, styles and behaviors would help or hinder the atmosphere you want?

A culture are the values and practices shared by the members of the group. Company Culture, therefore, is the shared values and practices of the company's employees.Company culture is important because it can make or break your company. Companies with an adaptive culture that is aligned to their business goals routinely outperform their competitors. Some studies report the difference at 200% or more. To achieve results like this for your organization, you have to figure out what your culture is, decide what it should be, and move everyone toward the desired culture.Company cultures evolve and they change over time. As employee leave the company and replacements are hired the company culture will change. If it is a strong culture, it may not change much.