Managing the internet generation, or the ‘I can work from a coffee shop in Paris’ 30 somethings doesn’t require constant diligence or even much management… instead, the manager of a digital workforce simply must INVOLVE the digital nomad the same way they involve employees sitting in the office next to them.

COMMUNICATE the day to day triumphs and challenges.  Nomads typically prefer the road to the desk life, but the still need to feel an active part of the business.  A quick email about a new biz dev deal or an exciting bug fix is well worth the 3 minutes it takes to write.

COMMUNICATE how the employee will be evaluated.  From the beginning, you must explain how, when, and against what metrics, quota, or production the digital nomad will be evaluated.  People can’t break goals if they don’t know what the goals are.

COMMUNICATE on the nomad’s terms.  A person who has renounced the office life typically has the quirks, and their own form of communication.  Whether it’s via email, phone, skype, IM, twitter, text, or facebook messaging, adapt to their medium, don’t expect them to adapt to yours.

Finally, spend a day with them how they work (unless of course they really are in Paris) if you can afford it, as you’ll gain new appreciation for the lifestyle, and a better understanding of your employee.