How can you show appreciation to team members while working remotely?

Here are 3 ways to get started: 1. Regular Recognition Calls: Conduct weekly virtual meetings to publicly acknowledge and appreciate team members for their outstanding contributions. 2. Digital Appreciation Channels: Utilize collaboration platforms or dedicated channels for recognizing team achievements. Post shout-outs, share virtual badges, or send personalized messages to celebrate individual successes, fostering a positive and supportive remote work culture. Surprise Virtual Celebrations: Organize occasional virtual celebrations, such as online team lunches or virtual game sessions, to create a sense of camaraderie and show appreciation. Surprise gestures boost morale and reinforce a strong team spirit despite physical distance.

Appreciation, like relationships, is about understanding. Treat your team members the way they want to be appreciated. What gesture would they value most? When and how? Once you've figured this out, showing appreciation becomes effortless, genuine and impactful.

Appreciation as a threefold cord: 1. Start with you. Take a few quiet minutes each morning before work to clarify things you appreciate. A grateful heart faces things in a very healthy way. 2. Appreciation as gratitude: catch people doing things right. Express your appreciation consistently and without fanfare. Build trust with sincerity. 3. Appreciation can also mean to increase in value. This is the magic. If you keep finding things right with others you will also be proactively looking for ways to help them build their professional value. Become known as someone who appreciates life, opportunity, and people. Look for things to appreciate daily. And put fuel on that fire to inspire yourself and others.

When your team is working from different locations, showing appreciation matters. Use video calls or chats to acknowledge their efforts publicly. Drop a heartfelt email or note thanking them for their hard work. Small gestures like gift cards or care packages can brighten their day. Organize virtual social events, praising their contributions. Offer learning opportunities for growth. Be flexible with time off to show gratitude. Share their successes on company platforms. Regular check-ins to express thanks and inquire about well-being matter. Foster a culture of gratitude within the team. Listen and act on their feedback to show appreciation. These actions, tailored to their efforts, boost morale and motivation while working remotely.

A task well done should be recognised and appreciated immediately. Timely recognition, focusing on the specific contributions of the team member instead of generic appreciation, and highlighting their strengths and expertise in handling different challenges as part of the task - help employees feel motivated. Such an approach makes them feel valued, leading to greater initiative and productivity.

I am a huge fan of picking up the phone and telling that person why I am recognising their contributions. I also love a voicenote. The more authentic, the more meaningful.

I try to put appreciation into our regular processes to encourage everyone on the team to always be thinking both about who is helping them and how they can help others. By keeping it low key but top of mind (like a 5 minute 'thank you session' at the beginning of a weekly meeting), people make it a part of their regular thinking.

Diversifying the channels and formats for showing appreciation can have a significant impact in a remote work environment. Understanding each team member's communication preferences is crucial. For some, a heartfelt video message can be incredibly touching, while others might appreciate a written thank-you note or an email. I once sent customized gift cards to team members after a successful project completion, and for another occasion, we created digital badges for display on their email signatures. This variety ensures that the appreciation feels personal and genuine.

I don't specifically plan to use different channels and formats. My primary format to show appreciation is via email when team members submit work. At times, I will remember to mention it during team meetings. If a team member lets me know via text message, I express my appreciation and maybe give feedback immediately if they've sent the work via text, also.

Success, in my opinion, depends on adapting communication channels to the various typologies and needs of team members. It is consequently vital that you are well acquainted with your team members.

In remote work, where digital interactions replace face-to-face acknowledgement, cultivating a culture of peer recognition is invaluable. Setting up a specific space for team members to highlight each other's accomplishments can be transformative. This not only enhances team spirit but also allows for a diverse appreciation of contributions that may not always be visible to leadership. Such a system democratizes recognition and ensures that every team member feels valued, directly contributing to a positive and inclusive work environment. Encouraging this practice can be a game-changer for remote team dynamics.

I established a dedicated Teams channel for ‘Kudos’, where team members can publicly commend their colleagues for their hard work and achievements. This not only creates an ongoing stream of positive reinforcement but also helps in building a supportive community. We also introduced a monthly peer-nominated award, where the team votes for a colleague who made a significant contribution. This approach not only boosts morale but also encourages team members to be more observant and appreciative of each other's efforts.

Recognition is a story. Thinking this way will completely change how you think about peer appreciation and boosting morale. You have characters, challenges, lessons learned, and stakes in recognition stories. Try not to default to extra points on a rewards app or something similar; you can't build a high performing culture with mere points/gifts.

Peer recognition and sharing information with peers across the team can foster the spirit of appreciation. Gratitude is a great form of recognition. Thanking teammates for their contributions is a way to show recognition.

Working remotely doesn't mean we can't show our team some love! Here's how to boost morale with peer recognition: ?Set Up a 'Kudos' Channel: Create a dedicated space on Slack or Teams for shout-outs and positive feedback. ?Celebrate Wins Together: Regularly highlight team successes and individual contributions. ?Empower Team Nominations: Let team members nominate peers for awards or special acknowledgments. ?Decide Together: Involve the team in setting recognition criteria and frequency. Remember, a little 'thank you' goes a long way, especially when it comes from peers! ?? #RemoteWork #TeamAppreciation

Asking for feedback is not just about gathering information; it’s a clear signal to the team that their opinions are valued. In my past remote team, we use a combination of surveys and informal brainstorming sessions to collect feedback and suggestions. Recently, based on a team member's suggestion, we introduced a flexible work hour policy, greatly enhancing work-life balance. Acting on their feedback and publicly acknowledging their contributions has been instrumental in building a culture of trust and mutual respect, showing the team that their input genuinely matters and is appreciated.

A very simple and straightforward question to ask: "Do you feel that your work is valued?" In my experience, by asking that question to my team members, I learned from the answers about relevant areas of improvement to implement related to demonstrating appreciation and recognition.

Yes, you should definitely ask for feedback. But, more importantly, act upon it. Asking for suggestions and then not paying any attention to them can cause your team to feel like their input isn’t valued. Always properly analyze the feedback you receive and provide a response. If it’s not possible to implement suggested changes, explain why. If possible, involve the employee who gave the idea in the process and give them credit.

Not all feedback is created equal. Small little quips are worth about 1 days worth of attention, whereas letters and handwritten cards have a longer shelf life. Behaviors have a tendency to change when leaders take the latter approach; very few things change due to a quick message/slack/ping.

1. Respect and Value Opinions. 2. Methods to Gather Feedback. A. Surveys and Polls: B. One-on-One Meetings: C. Brainstorming Sessions 3. Act on Feedback: Implement feasible suggestions to show that you take their input seriously. If acting on feedback isn’t possible, explain the reasons why and thank the team for their honesty and creativity. 4. Foster Continuous Improvement: Make asking for and acting on feedback a regular practice to foster a culture of continuous improvement and open communication within the team. Acknowledge Contributions: Publicly acknowledge and appreciate the contributions of team members whose feedback leads to positive changes.

Show you're willing to invest in them. Everyone wants to grow, sometimes we need additional support other than learning from: - The work we do - The challenges we face - The people we work with Offer some extra training, courses, classes, for people to broaden or deepen their skillset.

As a leader, you should always be looking to develop your team. In a special act of appreciation, you can sponsor a paid training for them OR allow them to collaborate with you on a challenging assignment. It can be related to their role or take them out of their comfort zone.

I believe offering learning and growth opportunities is a significant way to show appreciation remotely. I actively encourage team members to expand their knowledge by assigning them roles or projects slightly outside their comfort zone, working to grow both skill development and confidence. For instance, seeing a team member's potential in leadership, I tasked them with leading a small project. This not only provided them with invaluable experience but also conveyed my trust in their abilities.

Before potentially spending thousands on a growth tool, PD program, or LMS module for your team, ask yourself: "What are my usage expectations?", "What do I hope for?", and "Will this be generative (produce something else in the future)?"

Provide your team with clear areas of improvement and offer some suggestions on how to do it. It’s your responsibility to improve them further so that they can be the best version of themselves. Communicating this in a positive way helps to make sure that the message gets across.

Team building is especially important in remote settings when your employees lack the communication that an office environment offers. Make sure to regularly gather your team and try to go beyond typical team-building activities. Allow your team members to give suggestions and organize voting so that you can be confident in your choices. Remember that having fun isn’t reserved specifically for success. When things aren’t going well, socializing outside of work will strengthen your team and boost their morale.

Ever tried herding cats on a video call? That's what organizing a remote team event can feel like! ?? While planning these fun activities, consider time zones - it's like aligning the planets! I once scheduled a virtual escape room challenge, forgetting our team across the globe would have to 'escape' at 3 AM their time. Lesson learned: always double-check the world clock. It's also key to remember not everyone is a 'party animal.' Some might prefer quieter forms of recognition or socializing.

Zeit für den pers?nlichen Austausch in netter, ungezwungener Atmosph?re ist sehr wichtig für den Teamzusammenhalt. Das hilft, Vertrauen aufbauen was wiederum eine sehr wichtige Basis für die Zusammenarbeit ist. Ich habe gute Erfahrungen mit gemeinsamen Kochevents als Teambuilding gemacht. Das team kann sich auch Rezepte aussuchen und gemeinsam einkaufen gehen. Oder gemeinsam wandern und kleine Aufgaben/Themen nebenbei l?sen. Sch?n sind auch digitale Schnitzeljagd oder besondere Stadtführungen. Hauptsache man erlebt gemeinsam was und hat Spa? ?? dabei!

Express gratitude through regular, personalized, and sincere communication, acknowledging individual contributions and fostering a sense of camaraderie in the virtual work environment.

One of the challenges in remote work is replicating informal coffee machine chats that often spark creativity and solutions. To address this, we introduced "Code Fika" at my company. "Fika" a Swedish term for a coffee break, is a dedicated time for developers to socialize and engage in code related, technical discussions or literally anything. This initiative has not only providing numerous solutions and improvements but also maintained healthy social interactions among team members.

People are different, some need frequent feedback and some don’t. Understand them and act accordingly. What is common among most is that they appreciate being celebrated in public (so do that). Also, most are worried that their leader does not know them well, especially when they are working remotely. Show them that you know them by remembering something important to them. Be genuine about it. Some people write things next to the name of their people on their mobile to remember them, if you use that in a genuine way, do it, otherwise make an effort to know your people well. When a boss of mine remembered years later that his son and my son (he also mentioned my son’s name) are born on the same day but different years, I was touched.

Great leaders put people first, whether they manage online or in person. I have seen both good and bad leaders managing remote and in-person teams. Remotely or in-person, good leaders: - Care about their employees' well-being - Inquire as to how they can help their employees thrive - Take the time to listen to employees' needs - Support their employees - Deal with difficult situations effectively - Are not afraid to have difficult conversations - Offer employees recognition for their contribution The constant in good leadership is putting humans first. The difference between good leaders managing remotely and in person is the means. The actions and intentions remain focused on employee well-being.

In additional: 1 Express gratitude 2 Personalized messages 3 Gift cards or care packages 4 Professional development opportunities 5 Encourage peer recognition Remember, genuine appreciation and recognition go a long way in motivating and engaging remote team members.

Show appreciation for remote employees, sending out awards like a championship belt that employees can wear during the virtual meetings. Schedule time during the one-on-one meetings and personally acknowledge their contributions to the team. Create a little online or badge when person avatar appears in the meeting, everyone can see the badge. Ensure that you set clear expectations and room for improvement when people are not meeting expectations. Understand how the remote employee wants to be recognized privately or publicly

Share the item/individual to recognize with your leadership as well. Invite leadership to join your meetings and express gratitude for the group or individual(s). If a senior leader cannot attend, they often send a personal note or schedule a one-on-one call, which goes a long way for individuals.