Feeling disconnected while working remotely? You’re not alone! Building a strong, supportive team when everyone’s in different locations takes effort, but it’s totally achievable. This article dives into practical tips for fostering genuine connection within your remote team, focusing on strategies that go beyond just getting the work done.
Creating a Culture of Open Communication
Communication is the lifeblood of any team, but it’s especially crucial when you’re not physically together. Think about it: you’re missing out on those casual hallway conversations, the quick chats by the coffee machine, and the non-verbal cues we naturally pick up in person. So, how do you replace that? The key is to be intentional about creating opportunities for interaction, both formal and informal.
First, let’s talk about formal communication. This includes things like regular team meetings, project updates, and one-on-one check-ins. But even these “official” channels can be improved. Instead of just rattling off a list of tasks, try starting meetings with a quick icebreaker or a personal check-in. Ask everyone to share something they did over the weekend or one thing they’re looking forward to. It might seem simple, but these small moments of connection can make a big difference. And structure those one-on-one sessions! According to a Gallup poll, employees whose managers hold regular meetings with them are three times more likely to be engaged at work.
Informal communication is just as important. Think about creating virtual “water cooler” channels in your team’s messaging platform. These are spaces where people can share funny memes, talk about their hobbies, or just chat about their day. Platforms like Slack and Microsoft Teams allow for creating these dedicated spaces, where team members can opt in and connect over shared interests. Don’t underestimate the power of a good GIF or a shared link to lighten the mood and build camaraderie, especially if they are working from home. These virtual spaces combat isolation and help people feel more connected to their colleagues as human beings, not just task completers.
Video conferencing is important for remote teams too. A study by Owl Labs found that 75% of remote workers feel more connected to their team when they use video conferencing regularly. Encourage team members to turn on their cameras during meetings (when possible and comfortable). Seeing each other’s faces can help build trust and understanding. Be mindful of different time zones and schedules when scheduling any video conference call.
Embracing Asynchronous Communication
While real-time communication is valuable, embracing asynchronous communication is crucial for remote teams, particularly those with members spread across different time zones. Asynchronous communication means that people don’t have to be online at the same time to communicate effectively. Think email, shared documents, project management tools, and even recorded video messages. Platforms such as Loom and Vidyard allow for quick video messages instead of lengthy emails, which can be helpful given how much some team members spend working from home.
The key is to be clear, concise, and thorough in your written communication. Provide all the necessary context and information so that others can understand your message without having to ask a bunch of follow-up questions. This is where tools like project management software (e.g., Asana, Trello, Monday.com) come in handy. These platforms allow you to organize tasks, track progress, and leave detailed notes and comments for collaborators.
Another tip is to establish clear communication guidelines for your team. How quickly should people respond to emails or messages? Which communication channels should be used for different types of requests? By setting expectations upfront, you can reduce confusion and frustration, and keep communication flowing smoothly. Document these guidelines in a shared team document so everyone has easy access to them. This is especially important to new team members and can reduce the burden on managers and leaders.
Fostering Social Connections
Remote work can sometimes feel isolating, so it’s important to proactively foster social connections within your team. While the focus may be on employees as individuals, it’s important to remember the social aspects of team connection. Consider organizing virtual team-building activities. These don’t have to be elaborate or expensive. Something as simple as a virtual coffee break or a online trivia game can be a great way to help people relax and get to know each other better. A Forbes HR Council article highlighted that “Virtual games help employees connect and have fun doing it.”
Another idea is to create opportunities for informal mentoring or peer support. Pair newer team members with more experienced ones for regular check-ins, or encourage team members to share their skills and knowledge with each other. This not only helps team members develop professionally but also strengthens relationships and builds a sense of community. You could even survey your team to learn what skills they would be comfortable teaching and create internal workshops.
Don’t forget about celebrating successes! Acknowledge team accomplishments and individual achievements in a public way. This could be at a team meeting, in a company newsletter, or on social media. Recognizing and appreciating people’s contributions helps to create a positive and supportive team environment. Consider a virtual team lunch or providing employees with a gift card. This helps build rapport and trust, especially for those spending extended periods of time working from home.
Providing the Right Tools and Technology
Having the right tools and technology is essential for successful remote collaboration. Make sure your team has access to reliable internet access (consider offering stipends for upgrades if possible), communication platforms, project management software, and any other tools they need to do their jobs effectively. It’s easy to let these tools become “invisible” aspects of work, so it’s important to dedicate time to understanding the software your team uses and to teach other team members.
But simply providing the tools isn’t enough. Make sure your team understands how to use them effectively. Offer training and support, and encourage team members to share their tips and tricks with each other. Also, solicit feedback from your team and be prepared to adapt and adjust your tech stack as needed. Perhaps your team finds that your current project management software is cumbersome. It impacts the success and effectiveness of projects if the team doesn’t feel like they are being effective. Consider giving a few alternative options to try out, with training sessions to help explore each product’s functionality. Creating polls to get feedback is a great indicator of employee needs.
Regularly survey your team to determine if they have the right hardware and software to do their jobs properly. You could ask: Are your technology or equipment needs currently being met? Does access to technology and equipment affect your quality of work? Do you own the necessary personal technology to support your work in our organization (e.g., internet access, computer)? According to a survey by McKinsey, employees who have access to technology that helps them collaborate, can have a positive impact on employee job satisfaction, which can then increase retention.
Emphasizing Work-Life Balance
Remote work can blur the lines between work and personal life, so it’s important to emphasize work-life balance. Encourage team members to set boundaries, take breaks, and disconnect from work when they’re off the clock. It is easy to become stressed and unable to determine the end of the workday when working from home, but with these tips, it can become easier. Be honest and transparent about your own work-life boundaries too.
Organizations can create a culture that supports wellbeing. A study by the Society for Human Resource Management (SHRM) found that 89% of employees say their overall wellbeing impacts their job performance. Lead by example. Don’t send emails or messages after hours, and encourage team members to do the same. Respect time off requests, and be flexible with schedules when possible. Talk to your team about their struggles with work-life balance. Ask the team about strategies that are working for them. The point is to keep the conversation going.
Consider offering benefits or programs that support employee well-being, such as wellness stipends, mental health resources, or flexible work arrangements. If a team-member struggles with work-life balance, schedule a one-on-one meeting to find out how the organization can better support them. The organization should support the team member’s personal and professional life.
Be sure to establish regular check-in times via messages, phone calls or video-conferencing on each member of the team. Discuss any challenges they may be facing, and brainstorm ideas on how to better support their work and/or personal life.
Trust and Autonomy
Remote teams thrive on trust and autonomy. Give your team members the freedom and flexibility to manage their own work and make decisions. Avoid micromanaging, and focus on outcomes rather than hours worked. When someone knows a manager trusts them, they are empowered to deliver high-quality work, even while working from home. Research shows that increased autonomy correlates with increased job satisfaction. This is especially valuable for employees that spend more time working from home.
Of course, trust needs to be earned, but it also needs to be given. Start by clearly defining expectations and goals. Provide the resources and support your team needs to succeed, and then step back and let them do their thing. Be available to answer questions and provide guidance, but avoid hovering or constantly checking in. When you show your team that you trust them, they’re more likely to step up and take ownership of their work.
When teams have autonomy, they often feel that they are empowered to communicate feedback about processes and workflows. It is important to make sure these teams also have a system to record and monitor feedback. Consider keeping a dedicated space on a project management tool where team members can add feedback in real-time.
Prioritizing Recognition and Appreciation
Recognizing and appreciating team members’ contributions is crucial for maintaining morale and motivation in a remote setting. When you’re not physically in the office, it’s easy for people’s hard work to go unnoticed. Make a conscious effort to acknowledge and celebrate individual and team achievements. A recent study by Bonusly reported that employee who don’t feel adequately recognized are twice as likely to quit their job.
Publicly acknowledge achievements during team meetings or in company-wide communications. Send personalized thank-you notes or small gifts as a token of appreciation. Highlight successes through internal newsletters, emails, or even a dedicated “kudos” channel on your messaging platform. Be specific in your praise, and explain how their work has made a positive impact.
Another way to show appreciation is to provide opportunities for professional development. Offer to pay for online courses, conferences, or certifications that can help team members enhance their skills and advance their careers. This shows that you’re invested in their growth and development, and it can be a great way to boost morale and engagement.
Leading with Empathy
Remote work can present unique challenges for individuals, such as managing distractions, dealing with feelings of isolation, or juggling work and family responsibilities. As a leader of a remote team, it’s important to lead with empathy and understanding. Be aware that people come from different backgrounds and have different needs.
Take the time to listen to your team members’ concerns and offer support. Be flexible with schedules and deadlines when possible, and try to accommodate individual needs and preferences. Don’t make snap judgments about lack of productivity. Instead, focus on working with the individual to find the best solutions.
Create a safe and inclusive team environment where everyone feels comfortable sharing their thoughts and ideas by conducting surveys, anonymous polls, or creating an avenue for employees to share feedback with leadership. Encourage open dialogue about work-life balance, mental health, and any other issues that may be affecting your team members’ well-being. By showing empathy and compassion, you can build trust and create a more supportive and engaged remote team.
Regular Team Retreats (Virtual or In-Person)
While the day-to-day benefits of remote work can be substantial, a common drawback is the lack of in-person interaction between team members. Scheduling regular team retreats, either virtual or (when feasible) in-person, can go a long way in strengthening team bonds and fostering camaraderie.
Virtual retreats can be a great way to do team-building activities and get to know each other. Consider virtual game nights, online cooking classes, or team-based problem-solving challenges. Consider using webcams to increase the feelings of team bonding. You can also create a virtual retreat that has a specific purpose. This might be to review the previous year’s progress and plan for the next year. Make it interactive instead of just a report of the work. This helps improve employee engagement and keeps all member in touch.
In-person retreats, are often better for in-depth team bonding, and can also serve as a venue to hold team meetings to discuss workplace challenges. Discuss travel arrangements with the team, making it easier for long-term remote employees. Ensure to consider cultural preferences of the team members to maintain respect and inclusion.
Regardless of the format, retreats provide valuable opportunities for team members to connect on a personal level, away from the daily grind of work, leading to stronger relationships and a more cohesive team dynamic. Team members can return to their desks, those who spend their time working from home, with new perspectives and ideas, leading to workplace innovation.
FAQ: Remote Team Support
Here are some frequently asked questions about supporting remote teams:
What are some common challenges faced by remote teams?
Some common challenges for remote teams include communication difficulties, feelings of isolation, lack of visibility into team members’ work, difficulty building trust, and blurred work-life boundaries. It’s important to be aware of these potential pitfalls and proactively address them through clear communication, social activities, and supportive policies. Remember, these challenges can be even more pronounced for those working from home than they would be in a hybrid environment with access to shared workspace.
How can I, as a team member, build stronger relationships with my remote colleagues?
Be proactive about reaching out to your colleagues for both work-related and social interactions. Schedule regular one-on-one check-ins, participate in team-building activities, and engage in virtual water cooler conversations. Share your interests and experiences with your colleagues, just as you would in a physical office. Make sure to utilize video-conferencing to communicate and take the time to create a team culture and environment, ensuring that all members are included. Most importantly, be authentic and be yourself!
What are some best practices for managing performance in a remote team?
Focus on clear goals and expectations, consistent communication, and regular feedback. Use project management tools to track progress and ensure accountability. Hold frequent check-ins to discuss progress, address challenges, and provide support. Emphasize outcomes rather than hours worked, and celebrate individual and team achievements. For performance tracking, consider using tools like Asana and Jira that highlight projects, task completion, and metrics for measuring overall performance.
How can I create a sense of community in a remote team?
There are many ways to cultivate a sense of community in a remote team. Plan virtual team-building activities, celebrate milestones and successes together, create opportunities for informal social interaction, encourage peer support and mentoring, and recognize and appreciate individual contributions. Acknowledge and celebrate special occasions of team members: birthdays, work anniversaries, family events such as the birth of a child. Leading by example builds trust and rapport in the team environment, leading to a close and collaborative work environment.
What is some good advice for team-members struggling with motivation during remote work?
When team-members struggle with motivation, organizations can guide them through different strategies to create routine and maintain focus on tasks. Regular check-ins, flexible work arrangements, and wellness support services can bring comfort and guidance to team members, helping them to stay on track. Work to help the team member create a better work environment and to set some personal goals.