Proactive management of digital nomads: useful tools and professional practices for high performance

The goals of this thesis were to construct a theoretical basis for a newly developed concept of digital nomads, to analyze their transition journeys, assess the existing performance management systems used by HR managers working with them in order to update the traditional performance management cycle and come with useful recommendations for managers. The research method used is semi-structured interviews with 13 participants, out of which 5 are nomads, 3 nomads and team managers, and 5 are HR managers with 5 to 15+ years of professional experience. A thematic analysis of the transcribed interviews was conducted, leading to a description of the challenges faced by nomads, their path to nomadism and the tools used, as well as their difficulties with being managed. Most HR managers unanimously supported the importance of transitioning to modern management and individual approach. The companies' performance management systems were analyzed based on the four main performance functions deducting the existing difficulties and areas of improvement. As a result, an updated performance management cycle was proposed based on Armstrong's, with 4 additional managerial functions and specifications of each of its steps deducted from interview replies.