Managing Remote Teams for Effective Results: A Case for Sil Uganda

Abstract

The main objective of the study was to determine how remote teams of SIL Uganda can be managed to produce the desired results. This study intended to identify the challenges faced by the field teams that are working remotely in SIL Uganda, to establish ways to address the challenges faced by SIL Uganda remote teams and assess the relationship between the characteristics and practices of remote teams and the results they produce in SIL Uganda. The research employed a mixed research design with both the qualitative and quantitative approaches and considered a population of 63 respondents. Data analysis involved both descriptive and inferential techniques. The study findings reveal a multiplicity of challenges affecting remote teams which partly explains SIL Uganda’s difficulty in producing the desired results. The study finding informed the research with a number of solutions. The study successfully identified traits and ways of working that would culminate in SIL Uganda attaining desired results. Language should be a consideration when posting members of remote teams to communities. This is because language is an important ingredient in forming interpersonal relationships with co-workers from the local community. SIL Uganda must recruit more tech support staff to quickly deploy to remote areas to cut down on the downtimes. Management should encourage remote team members to work for an agreed amount of time to avoid burnout which reduces their ability to produce the desired results. Management with the help of technology must make time to interact with remote team members more to help develop leadership skills among them. This will help them get promoted in future. Management of SIL Uganda can invest in more security features like waiting rooms and passwords to ensure secure and uninterrupted communication with remote teams. The leadership team in SIL Uganda can help remote teams fight isolation by remaining connected via pre-planned video chats or calls to friends, family, or co-workers for real-time communication. Management can mentor remote employees to maintain structure and keep to their schedules without keen supervision. SIL Uganda can arm remote teams with basic technical skills for basic trouble shooting to solve technical challenges competently, guaranteeing effortless communication and productivity. Management of SIL Uganda can encourage more of their employees to opt for remote working as remote workers are cheaper to maintain as they don’t require rented office space and furniture.