How can you build rapport with virtual team members who are not meeting productivity targets?

As someone in this space, there are a few key things you can do to assist non productive teams or individuals. 1. Have an open conversation. 2. Actively Listen. 3. Have some sort of team building or ice breaker for every meeting. 4. Give a clear expectation of what needs to be accomplished. 5. Revisit #4 often but ask the team what they plan to do to accomplish the set expectation. 6. Make recommendations/suggestions, answer questions, then get out of the way. 7. Continue to review progress and provide updates and new suggestions. At the end of the day, teams need support, but they need clear and concise goals/expectations. Accountability is then key moving forward from here.

Set clear expectations, train them and give them the room to prove themselves. Something to consider. Sometimes lack of productivity and motivation in virtual teams stem from lack of trust within the team. Lack of trust leads to the need to Micromange. This leads to lack of productivity. I've witnessed teams go under due to the constant need from leaders to check in more than needed and track every activity and detail. This creates a sense of self doubt within the team causing their performance to decrease. Trust your team enough to know that they are doing what is needed even though you can't see them. This builds trust, confidence and in return, higher production.

In my experience , context is a crucial starting point . No one wakes up and consciously aims to underperform on agreed targets.

Frequent Check-Ins: Regular one-on-one video meetings can be helpful. During these meetings, focus on both work-related matters and personal conversations to build a rapport. Ask about their challenges and offer support in overcoming obstacles. I disagree with the idea that low productivity is solely the responsibility of team members. It's crucial to consider potential systemic issues, such as unclear goals, lack of resources, or inadequate training, that may be contributing to the problem. Addressing these issues can lead to improved productivity.

Building rapport with remote team members facing productivity challenges involves open, non-judgmental communication, individual support check-ins, clear goal setting, resource provision, flexibility, collaborative environments, constructive feedback, modest recognition, problem-solving, and continuous evaluation.

toxic behavior at work results from individuals attempting to manipulate and sabotage the workplace. Team members negatively impacted by this kind of behavior will be forced to consider their long-term futures within the organization due to their unhappiness.

From my experience, it's crucial to tailor empathy and support to each team member's unique needs and circumstances. This means going beyond general acknowledgments and actively understanding their specific challenges and preferences. Creating a safe space for open and honest communication can be transformative. Encourage team members to share not just work-related issues, but also personal insights that might be affecting their productivity. This deeper level of understanding fosters a more genuine connection and enables you to provide more effective, personalized support

As a leader, the best way I find to foster trust is to give it first and freely. Call me naive if you like. Getting to know and understand your team is something that I try to do wherever possible. Knowing their likes and what they are into is also something that you can use as a door to create an understanding of what needs to be done or to better explain what you require. Putting your words and work into terms they like and understand can support you in getting what you need and also improve productivity.

Often leaders forget how isolating remote work can be for staff. We have become so familiar with remote work, companies often lose sight of the importance of social interaction. This often does help contribute to low performance by an individual. Performance is directly linked to motivation and connecting to the mission of an organization. Interaction can take many different approaches but I often find an informal means of interacting together as a team, such as on a virtual happy hour, fun virtual activity or even a team walk and selfie can be a great of connecting everyone. And in the end you might find the low performing individual will feel comfortable from these interactions to share their thoughts.

An aspect often overlooked in building rapport through interaction is the importance of personalizing and diversifying these opportunities. It's not just about scheduling regular meetings and social events, but also about understanding each team member's cultural background and communication preferences. For example, creating themed virtual meetups that celebrate different cultures or setting up 'virtual coffee' sessions tailored to individual interests can make interactions more engaging and inclusive. Encouraging team members to lead sessions based on their hobbies or cultural practices can also add a new dimension to team interactions, deepening connections and understanding within the team

Find reasons to include individuals in your emails and messaging and highlight their questions and contributions. Everyone wants to be acknowledged, and many don't participate because it seems pointless. Demonstrate actively that you are listening and appreciate their ideas and opinions, and you'll see more people stepping up and participating.

Set clear AND realistic goals. Maybe created a dashboard that can help people track upcoming deadlines and priorities. One of the biggest detractors of not working in the office is the disconnect from overheard conversations and the general vibe of the office. Look for ways to incorporate the office inclusivity by sending gifts to offsite members and including them in all conversations. If something happened organically in the office, don't forget to fill the offsite team in, so there's not a divide between "them and us". The more you work to foster that sense of teamwork, the easier, and less necessary, it will be, to hold your team accountable.

One of the key factors contributing to low productivity is often a lack of clarity regarding goals and expectations. Employees need to know exactly what is expected of them and what their priorities are. As a manager, make sure you communicate clear and achievable goals to your team. Break down larger objectives into smaller, manageable tasks, and set specific deadlines for completion

Keep goal-setting adaptive and encourage continuous feedback loops. This involves not only stating goals clearly but also regularly revisiting and adjusting them based on team feedback and evolving project dynamics. Such an approach recognizes that clarity isn’t a one-time event but a continuous process. Encourage team members to contribute to the goal-setting process, making them feel more invested and accountable. Additionally, setting up regular 'goal review' sessions where achievements and challenges are discussed openly can ensure everyone stays aligned and can adapt to changes proactively

Customize training to match team members' career goals and preferences, offering options like hands-on projects or webinars. Encourage self-directed learning, allowing time for self-study, technology exploration, or personal projects. Include cross-cultural communication training, essential for virtual team effectiveness. Implement peer-to-peer learning sessions, where team members share their expertise, fostering skill enhancement, rapport, and mutual understanding

Often working with global teams can be challenging, I was fortunate to have been exposed to this working model long ago, I believe some key aspects could come handy: Clear communication, Time zone awareness, Cultural intelligence, and Embracing diverse work styles; make for impactful collaboration across borders. As a leader, it's crucial to address productivity challenges in remote team members. Start by open communication to LISTEN and understand their unique challenges, offering support, development plan, setting clear expectations using SMART goals with continuous follow up meetings to track and support, and providing remote resources and training for improvement. #distributedteams