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The trend in strategic business planning is to incorporate an aggressive “virtual marketing” plan with your traditional plans.  So it makes sense that eventually the move to virtual resources would reach human resources with the availability of virtual employees.

In the last two or three years, virtual employment has taken off and become a very real resource for businesses wishing to tap into valuable experience and subject matter expertise that cannot be found locally.  Agencies such as Team Double Click and Rent-A-Coder provide an army of ready to work professionals that can step in and get a job done quickly and efficiently for an employer.

The obvious first application of virtual workers is to subcontract to an online employment agency certain task specific projects that have a short beginning, middle and end.  Building a new function into a web page is a good example of a project that can be packaged into an understandable project and signed over to a virtual consultant to perform the work and return to the online employer.  The handling agencies collect funds via escrow so neither the employer or the consultant are at risk and the handling company claims a percentage of the fee as part of their pay for facilitating the partnership.  Everybody wins.

But the concept of virtual employment is going beyond providing another variation on outsourcing to a consultant.  Many virtual employment agencies provide administrative assistants, sales support and many other functions normally associated with a full time employee but those services are done “virtually”.   A virtual office manager can have calls routed to his or her remote phone, emails redirected and conduct office meetings and negotiations with vendors via email or instant messaging.  Using these modern tools, a virtual assistant can provide almost every function an on site assistant might be able to do but do so at a lower cost to the employer.

The virtual employment trend in business has obvious benefits for businesses that are in need of qualified help.  It opens the door to recruitment sources that can supplement the local talent pool.  Many times virtual staffing agencies may have on their “employee roles” people with a specialized background or skill.  The agency is skilled at defining exactly what their client businesses need and matching up the right virtual employee to the job so the business has the right skill sets where they need them, when they need them and only for as long as they need them.

In addition to the benefits that virtual employment has for businesses to fill needs for skilled workers, it’s an excellent resource for talented workers who want to make a contribution to the business world on their own terms.  Virtual workers almost universally work at home or where they chose to work.  Often the work is task based with a deadline so the worker can select the hours that fits their family and personal schedules best.  And, like working for a temp agency, the employee can build a resume with the agency that improves the quality of work they get over time.

Virtual staffing is a trend that has been a success for all involved as it has matured in the last few years.  We can look for this twenty first century methodology for bringing in talented workers to continue to grow as more and more businesses get comfortable with staffing their employee ranks “virtually”.

“The HP Way” which the “management by walking around” method was a part of was based on the concept that employees, particularly the subject matter experts in their fields, are capable of being part of the problem solving process and that a team approach to creating new business ideas and innovate ways to solve problems was far superior to the “top down” approach of management coming up with all the answers and dictating them to a mindless but obedient staff.

Packard was a believer in the open space, no walls and easy access to management corporate culture that MBWA exemplifies.  By enabling frequent and unscheduled interactions between employees and between management and staff, new ideas were given maximum opportunity to be birthed and encouragement to be developed which leads to a more responsive and flexible business culture and one that has a robust approach to growth and change.

In order to implement MBWA, the manager must embrace the concept of a flexible and relaxed relationship with staff.  The details of the method that MBWA promotes is summed up nicely in the title, management by walking around.  It suggests that instead of only meeting with employees at scheduled times in formal settings away from other employees or in a staff meeting where the agenda is published in advance, many opportunities for employees to talk to management are encouraged.  When the supervisor or manager walks freely amongst the employees throughout their work day, the opportunity to ask questions and to interact about new ideas the employees are considering is frequent.  From those unscheduled and frequent visits as the manager walks from cubicle to cubicle, great concepts can be birthed which can then be nurtured into new product ideas or novel solutions to problems.

However, if the relationship between management and employee is formal, based on fear or intimidation or not otherwise grounded in warmth and friendship, the MBWA system will go from a powerful method of collaborative problem solving to a tremendous nightmare for everybody.  You don’t want your employees dreading your “drop in” visits and seeing their productivity drop as you enter their work space because they are so concerned with impressing and serving management that they dislike your arrival in their world.  It is amazing how quickly a network of employees can detect and set up an early warning system when the manager is walking around so everybody “gets ready” for what they perceive will be an unpleasant sudden visit by management.

To avoid this, the supervisor should in other ways foster a relaxed relationship with staff.  The employee must feel free to discuss issues and questions openly with management without fear of being scoffed at, mocked, belittled or punished.  Many a company has generated a “HP Way” concept that comes out of the human resources department that amounts to little more than color posters on the wall and a suggestion box but nothing changes in the corporate culture or how each manager interacts with the staff.  Employees are quick to notice the hypocrisy of such a program and the result is management because an object of ridicule instead of inspiration.

By making your visits enjoyable, a welcome experience and one where the employee doesn’t fear your arrival, you can expect outstanding results from the MBWA method.  And you will know you have achieved true change in your corporate culture when not only do you walk around to visit employees but employees “drop in” on you by walking around if for no other reason than to share a joke or a donut.  That is an ideal setting for team work and proactive problem solving.