Foster connection by prioritizing regular check-ins, recognizing achievements, and creating virtual team-building opportunities. Consistency in appreciation turns disconnection into unity. ???? — Sethunath, HRM

This is such a common experience. Generally people leave leaders and not organisations. Some examples of how we have managed downturns in productivity and engagement are things such as: - team shout outs - wellbeing packs to be sent home - team challenges (like a walk/picture) - social hours There is no one size fits all solution, but one thing is certain, once people feel undervalued, attrition is at risk.

Schedule regular check-ins Share company news and achievements Host remote team- building activities Celebrate employees achievements Ensure voices are heard Acknowledge contributions publicly Offer bonuses or gift cards Share team achievements

To enhance inclusion in a remote team, consider implementing a "shout-out" board where team members can highlight each other’s contributions. Also, incorporate monthly themes for virtual hangouts, allowing team members to share personal stories or hobbies. Finally, use anonymous surveys to gather feedback and ensure everyone feels heard.

Great points! In addition to regular check-ins and public recognition, scheduling collaboration sessions where the team can work together on separate projects is also highly effective. It creates a shared space for real-time support, idea-sharing, and connection without the pressure of a formal meeting. Encouraging casual personal updates and offering flexibility for work-life balance further strengthens team morale and keeps everyone engaged. These practices build trust and maintain productivity in a remote setting.