How do you measure and improve the performance and engagement of your virtual team?

Deixe claro quais s?o os resultados esperados daquele time e como cada pessoa contribui para que esses resultados sejam alcan?ados. Defina prazos para os resultados e, principalmente, acompanhe semanalmente a evolu??o do time e converse sobre possíveis ajustes.

Get clear on what outcomes you'd like-- how do they link with the KPIs, and what are the milestones you'd like to hit along the way. Then, what behaviours are encouraged and/or best practices.

Setting clear expectations and goals is vital, but equally important is ensuring these align with individual team members' strengths and career aspirations. By personalizing goals to fit the professional growth paths of your team members, you foster a deeper engagement and intrinsic motivation. This approach not only clarifies what you expect from them in terms of project deliverables but also shows that you support their personal development within the organization's framework. Such alignment enhances productivity and loyalty, as team members feel their personal success is a valued part of the company's overall mission and vision.

Studies have show that off site virtual employees work more than actual at work employees. Make sure they do not burnout by always watching their computers or always being the one to conform to other time zones that everyone else has, leaders seem to control meeting times and do not consider disrupting time zone issues.

- Set SMART goal for the teams - Ensure the goals are realistic and relevant - Set clear expectation, track progress and results

O trabalho remoto pede boas ferramentas e processos de comunica??o e gest?o de tarefas. Costumo usar o Zoom para video, Slack para comunica??o, Trello e/ou Jira para gest?o de tarefas, Notion para repositório de informa??es. Para o acompanhamento das métricas, super vale uma boa planilha. N?o esque?a de experimentar sempre novas ferramentas.

Choosing the right tools and platforms is crucial, but integrating them seamlessly into daily workflows is what truly enhances virtual team performance. For instance, a marketing team might use Slack for day-to-day communication and quick brainstorming sessions, Trello for tracking campaign progress, and Zoom for weekly strategy meetings. However, the key to effectiveness lies in how these tools are connected. Automating the transfer of updates from Trello to Slack, or having meeting summaries from Zoom automatically uploaded to a shared Google Drive, can significantly increase efficiency. This seamless integration ensures that team members spend less time managing tools and more time focusing on productive tasks.

I think, we can augment the current virtual team communication tools and platforms with an immersive VR platform for certain tasks. Improving engagement and creating a more cohesive work atmosphere are the goals of most of the innovation. Envision virtual reality (VR) used for simulated workshops, virtual office tours, or team-building exercises. In addition to satisfying the need for a more concrete and realistic remote work experience, this gives virtual co-operation a fresh and engaging new dimension. Also, virtual team strategy can be backed by cutting-edge technology, allowing us to stay ahead of the curve when it comes to successful and innovative remote work methods.

To ensure smooth communication and collaboration in a virtual team, I rely on using the right tools tailored to our needs. For video meetings and regular check-ins, I prefer platforms like Zoom, while Whatsapp handles our day-to-day messaging. For document sharing and collaboration, I opt for Google Drive or Dropbox, and platforms like Asana or Trello help organize tasks and workflows efficiently. Additionally, for goal-setting and performance reviews, Using the right mix of tools keeps the team connected and productive.

- Decide on tried and tested platform and tools to use to collaborate - Several industry leading tools are available for project management, team collaboration - Make sure the team also gets to decide which tools to use

Todo mundo gosta de ser reconhecido. Você pode criar um canal para mensagens de reconhecimento para que todos da empresa acompanhem. Esse reconhecimento precisa vir acompanhado de contexto e impactos.

A virtual "Applause Wall" could be a fun and creative alternative to the old fashioned ways of giving and receiving feedback for a team's efforts. Team members can promote an encouraging and co-operative environment by publicly recognizing and appreciating one another's efforts on this interactive platform. They can express their appreciation for individual accomplishments through virtual clapping, emojis, and brief notes, making the celebration space visually attractive and lively. This can foster a culture of gratitude and inspiration by providing immediate acknowledgement and by continually bringing attention to the virtual team's shared achievements.

- Regular feedback is important for teams to learn and grow - Recognition is important to keep the team motivated - Celebrate successes and milestones as a team

Regular feedback and recognition are essential to maintaining the performance and morale of a virtual team. I make it a point to offer a balanced mix of both positive and constructive feedback. For formal feedback, I use tools like performance reviews or 360-degree assessments, while informal feedback comes through quick messages, emails, or even shout-outs during team meetings. Recognizing and celebrating team members' contributions and milestones, whether through a simple acknowledgment or more formal rewards, helps keep the team motivated and connected, even in a remote setting.

- Encourage learning and development for skill growth and progression - Provide team access to training opportunities - Encourage knowledge sharing and culture of peer feedback

Trusting your people goes a longer way than micromanaging. Part of these might be your own fears in trusting them; so experiment with this in stages In most cases, as long as you provide clarity about what's ambiguous-- especially when it comes to behaviours that are accepted-- then people can feel at ease to hit their targets at their own time.

During COVID-19 lockdown, a virtual happy hour or team-building event after a day of back-to-back Zoom meetings was absolutely the last thing most teams wanted. Instead, prioritize high-value in-person meetings, especially at the start of a project or year/quarter, whenever possible. Trust and rapport can be built virtually by doubling down on results and outcomes rather than trying to micro-manage for virtual presenteeism. Remember that nonverbal communication is much harder to convey and read virtually than in-person, so you will have to work harder coming across as empathetic, engaged, respectful, and appreciative than you would have in-person. Small touches like celebrating team progress and contributions can also go a long way.

- Build trust and rapport with the team early - Have transparent, open and honest conversations - Respect diversity and show empathy to everyone

Promoting a #CompanyCulture emphasizing #PsychologicalSafety will provide the foundation for building trust and rapport in virtual settings. When employees feel comfortable to express questions/concerns, everything else really falls into line - transparent, honest, and consistent communications/actions will be better received and implemented; empathy/respect/appreciation/understanding for their diverse backgrounds, perspectives, and preferences will build emotional cohesion more effectively; and opportunities for social interaction and bonding will yield greater both tangible and intangible results. Open/positive #WorkEnvironments make measuring and improving the performance and engagement of virtual teams more streamlined and manageable.

One other important thing is to keep having discussions outside of work and talk about mental health. A stressed employee would not be able to contribute their best if someone in the family is unwell. And we can do this while maintaining reasonable distance and not be too much involved in anyone's life

To boost a virtual team's performance and engagement, prioritize their well-being and balance. It's not just about avoiding burnout but fostering an environment where health, happiness, and productivity grow. Set realistic expectations, respect work-life boundaries, and encourage regular breaks and self-care practices. Offer support and resources for any challenges they encounter. Regular check-ins are key to understanding their needs and ensuring they feel supported. This approach not only enhances team well-being but also drives engagement and performance, creating a resilient and thriving virtual team environment.

Many knowledge workers and their organizations saw record productivity working remotely during COVID-19 lockdown. Quite often, virtual team members worked additional hours in the time they would have commuted or gotten 'office ready.' Trust-based virtual/hybrid work can be a workplace well-being driver, but people are also at risk from 'Zoom fatigue' and not disconnecting from work. Model good boundaries as a leader, and implement no meeting days, keep a focus on outcomes vs. presenteeism, clearly communicate connection to purpose, and lead with psychological safety and trust in mind.

Two additional points to consider as you build your high-performance virtual/hybrid team: - expect to iterate and refine ways of working over time - aim for in-person 1:1 and team meetings to kick-off the project / quarter / year. virtual collaboration is 100% easier if it is built on initial in-person meetings/introductions