5 tips on how to lead digital nomads

At the latest during the Corona pandemic, many employees in the – initially prescribed – home office have found that they enjoy the flexibility and freedom of this type of work. However, it is possible to be even more independent. Whether in a hotel, in a co-working space or in an internet café: so-called digital nomads work from anywhere – and wherever there is a reliable internet connection.

Flexible working is an advantage that is a priority for many employees when looking for a job. Right now, it can therefore be of crucial importance for companies to offer their teams location-independent working models. But what do you have to consider?

The following five tips can help employers lead digital nomads.

Especially when teams cannot always speak to each other face-to-face, it is important that information is communicated as precisely and transparently as possible. Managers should therefore ensure that all employees have the same level of information, regardless of where they work.

This works best when the digital infrastructure is up to date. Tools such as Slack, Microsoft Teams or Asana are not only suitable for staying in touch, but also for documenting knowledge, tasks and responsibilities. The use of such tools supports smooth cooperation and has the advantage that misunderstandings and misinterpretations in the communication of globally distributed teams can be minimized.

In order to ensure that all employees can integrate equally into the team despite different work locations, it is important to build a strong collective. Regular social events are ideal for this. This could be, for example, digital quizzes or virtual coffee meetings where all team members, regardless of their location and time zone, have the opportunity to exchange ideas.

For these activities to be successful, leaders must ensure that all team members have the resources necessary to participate. Clear communication of appointments and the coordination of different time zones are also of great importance. It can also be helpful to rotate social activity times periodically to ensure regular participation for everyone.

Agility in working with digital nomads goes beyond flexibility in terms of working hours. It also means leaders should be able to quickly respond to change and make adjustments to improve collaboration.

Another important aspect of agility is the creation of an open and communicative work culture. Leaders of global teams should encourage their employees to provide regular feedback and suggest ways to improve collaboration. This not only promotes employee satisfaction, but also the innovative ability of the team.

An agile management culture can therefore help all employees – regardless of their location – work more productively and identify more strongly with their company.

In a digital work environment where you regularly encounter new challenges, personal development is particularly important. This is especially true when personal exchange often cannot take place on a daily basis. Managers of global teams should therefore pay particular attention to the needs of their employees and offer targeted training and further education.

Online courses, an internal knowledge database, regular meetings or webinars are some ways to promote individual training and support employees in planning their learning goals – regardless of their place of work. The basic basis for this is regular exchange and joint reflection.

Successful collaboration between business leaders and digital nomads requires a certain amount of attention and due diligence to local tax and labor laws. It is important that both sides obtain the necessary visas and work permits to avoid fines and penalties that often result from ignorance or negligence.

A certain degree of sensitivity and knowledge of cultural differences, such as local holidays and work habits, can also promote successful and harmonious cooperation in globally distributed teams.