Working remotely or in hybrid settings can make your team feel disconnected from each other, affecting their morale, productivity, and collaboration. How can you help them reconnect and foster a sense of belonging and trust? Here are some tips to improve your team's communication and engagement.
One of the challenges of remote or hybrid work is that your team may not have a shared understanding of their roles, goals, and deadlines. This can lead to confusion, frustration, and missed opportunities. To avoid this, you need to set clear expectations for your team and communicate them regularly. Use online tools like project management software, calendars, and chat platforms to keep everyone on the same page and track their progress. Provide feedback and recognition to your team members and celebrate their achievements.
Bringing the team together for a fun activity can work wonders. Throughout 2023 I hosted a quarterly virtual escape room for my team (there are some great resources online). They LOVED it! It allowed them to work together collaboratively without the "pressure" of work. They laughed, built on each other's ideas, and supported each other in ways they didn't have an opportunity to do in their daily interactions.
Engaging the employees and aligning them with professional goals is very essential, otherwise due to low engagement and motivation people will feel disconnected. For that, we can do as follow - Organize team-building activities, encourage open communication, facilitate regular team meetings, establish shared goals, create opportunities for social interactions both in-person and virtually and foster a supportive environment where team members feel valued and included.
To foster connection, I'd initiate regular team-building activities such as icebreaker sessions where everyone can share experiences and interests. Additionally, establishing open communication channels and encouraging collaboration on projects can help strengthen bonds among team members.
To help a disconnected team reconnect, initiate regular team-building activities and events to foster camaraderie and build stronger interpersonal relationships. Implement effective communication channels and tools to facilitate open and transparent communication, ensuring everyone feels heard and valued. Encourage collaborative projects and cross-functional initiatives to break down silos and promote a sense of shared purpose among team members. Lastly, consider organizing virtual or in-person team retreats to provide a dedicated space for team bonding and reflection, fostering a more connected and engaged work environment.
Start by creating shared experiences. Host a virtual coffee break or a team-building activity that's not just another meeting. Use these moments to celebrate personal milestones or team achievements, enriching the sense of community. Engage in non-work-related chats in dedicated channels, encouraging informal interactions that spark bonding. Remember, it's about creating a space where everyone feels valued and heard. #TeamBonding #RemoteWorkCulture
Another challenge of remote or hybrid work is that your team may miss the informal interactions that happen in the office, such as coffee breaks, lunch chats, or water cooler conversations. These interactions help your team build rapport, share ideas, and have fun. To recreate them, you need to encourage informal interactions among your team members. For example, you can create a virtual lounge where your team can chat about non-work topics, host online games or trivia sessions, or schedule virtual coffee or happy hours. These activities can help your team relax, bond, and get to know each other better.
Team consists of individuals work varied strengths. The key is to first recognise their strength. Team boding is extremely crucial for success. Encourage informal get-togethers and let them know each other personally. Mix individuals on various projects and let them work together
Transform remote work into a hub of connection! Kick off with "Fun Fact Fridays" in a team chat, where everyone shares something unique. Why not a "Virtual Show and Tell"? It's not just for kids; it's a brilliant way to learn about hobbies or passions, bridging the gap between work and personal life. These small acts create a tapestry of shared experiences, making everyone feel closer, even if miles apart. #TeamConnection #RemoteUnity
A third challenge of remote or hybrid work is that your team may not receive enough feedback from you or their peers, which can affect their motivation, performance, and growth. To overcome this, you need to create a feedback culture in your team, where everyone feels comfortable giving and receiving constructive feedback. You can do this by holding regular one-on-one meetings with your team members, asking for their input and suggestions, and acknowledging their contributions. You can also encourage peer feedback by creating a peer recognition program, facilitating peer coaching or mentoring, or using online tools like surveys or polls.
Creating a feedback culture boosts connection and growth, even remotely! Encourage transparent, constructive feedback during regular virtual meet-ups or dedicated channels. Recognize achievements openly, fostering a culture where feedback is viewed as a tool for personal and team development. Implementing a "kudos" system can also highlight peer contributions, enhancing a sense of community and shared goals. #FeedbackCulture #TeamGrowth
A fourth challenge of remote or hybrid work is that your team may not have enough opportunities to learn new skills, develop their careers, or explore their interests. This can affect their satisfaction, retention, and innovation. To address this, you need to promote learning and development in your team, by providing them with access to online courses, webinars, podcasts, or books that can help them enhance their knowledge and abilities. You can also create learning groups or circles, where your team can discuss what they have learned, share best practices, or work on projects together. You can also support your team's career aspirations by offering them coaching, mentoring, or shadowing opportunities.
Empower your team with learning opportunities tailored to their growth and interests. Offer access to online courses or webinars and facilitate group discussions to share insights and best practices. Encourage mentorship and shadowing to support career paths. This investment in their development not only boosts morale but fosters innovation, creating a more connected and engaged team. #TeamDevelopment #LifelongLearning
A fifth challenge of remote or hybrid work is that your team may not feel connected to the bigger picture, the mission, or the values of your organization. This can affect their engagement, loyalty, and alignment. To remedy this, you need to foster a sense of purpose in your team, by reminding them of the impact and value of their work, the vision and goals of your organization, and the culture and values that you share. You can do this by sharing stories, testimonials, or data that illustrate how your team is making a difference, by involving them in strategic planning or decision making, or by recognizing and rewarding them for living the values.
Connecting your team to your organization's mission and values can significantly enhance their engagement and sense of belonging. Share impactful stories that highlight the real-world influence of their work, drawing a clear line between daily tasks and the broader vision. Involve them in strategic discussions, making them feel heard and valued. Recognizing their efforts in aligning with and embodying your core values not only boosts morale but also fosters a unified culture. #SenseOfPurpose #EngagedTeams
You must focus on crafting intentional communications and culture strategies to help your team feel more connected, especially in a remote-first workplace. I previously initiated an internal company podcast dedicated to sharing insights, updates, and stories. The intention was to amplify people’s voices and not just leadership. Rolling out regular engagement surveys can help you pinpoint areas where team members feel disconnected. Use this data to address specific concerns and enhance team cohesion. Also, encourage open conversations about challenges and successes in team meetings and 1-1s. This approach builds trust, allowing team members to see how their work contributes to the larger picture.
A sixth challenge of remote or hybrid work is that your team may not feel supported, cared for, or appreciated by you or the organization. This can affect their well-being, happiness, and retention. To prevent this, you need to check in regularly with your team, not only about their work, but also about their personal lives, their challenges, their needs, and their emotions. You can do this by asking open-ended questions, listening actively, empathizing, and offering help or resources. You can also show your appreciation by sending personalized messages, cards, or gifts, or by creating a recognition wall or newsletter.
LinkedIn Top Voice. CEO @ The Grossman Group | Internal and leadership communications
Manager check-ins are one of the best ways to communicate with employees regularly and demonstrate you care about them. While these meetings are often about projects, another pressing need today is well-being check-ins. These meetings are about learning about how people are doing because you value everyone's mental and physical health, and to see if you can help with anything. While every employee is unique and may require different tactics, what's most important is the simple fact that you are taking the time to listen. Employees who feel their manager genuinely cares about their well-being naturally feel a greater commitment to their managers and to the company -- and that's a win for everyone.
Check in regularly but connect human-to-human by engaging in conversations about personal well-being, challenges, and aspirations. This can be done through one-on-one video calls or personalized messages. Encourage open conversations by asking questions that invite team members to share their thoughts and feelings. I used to start my team meetings with an emotions exercise. I show them a deck of emotions and ask them to pick a card that best describes how they felt over the past week and elaborate on this feeling. I also engaged in the same exercise. Make sure you listen attentively. Demonstrate understanding and empathy towards team members’ situations. This builds trust and shows that their well-being is a priority.
organize sessions between the team members, explore the individuality of coworkers and ensure you provide them space to grow.