Remote team members are a valuable asset for any program manager, but they can also face challenges in feeling connected and engaged with the company culture. How can you create a more inclusive and supportive environment for your remote team members, and foster a sense of belonging and collaboration across distances? Here are some tips to help you achieve this goal.
Communication is the key to any successful program, but especially for remote team members who may feel isolated or out of the loop. Make sure you communicate frequently and clearly with your remote team members, using a variety of channels and formats. For example, you can use video calls, instant messaging, email, phone calls, and online collaboration tools to share information, updates, feedback, and recognition. You can also create a communication plan that defines the frequency, purpose, and expectations of each communication channel, and involve your remote team members in setting and reviewing the plan.
?? Embrace inclusivity wholeheartedly! I'd emphasize the importance of integrating remote workers into company activities and immersing them in the company culture. Remember, out-of-sight should not mean out-of-mind. Regular interactions, both work-related and informal, can bridge the geographical gap. Virtual team-building events foster camaraderie while recognizing their contributions can bolster their sense of belonging. Why risk alienating a significant portion of your workforce when inclusion can drive engagement, innovation, and productivity? ????
?? Effective communication with remote teams hinges on strategy, not just tools. ?? Adopt Unified Communication and Collaboration for seamless communication, reducing app-switching, boosting efficiency, and breaking down silos. ?? Appoint 'Communication Ambassadors' from remote locations to bridge gaps and ensure effective information flow. ?? Establish a transparent feedback loop involving remote team members in decisions, valuing their input. ?? Blend tech and human elements for an inclusive remote team environment, fostering organizational integration.
The post covid era has literally erased the boundaries in a large sense. With more and more companies creating profiles of Global leadership for Program management, staying on top of everyone you are accountable for is a given! What will make your role click> 1. Know your people - Simple but powerful! 2. Invest in knowing everyone's culture - Set up fun days aligning to different cultures and treat each other with them 3. Inclusivity in the DNA - Organising events and shouting from roof tops won't drive this! It really needs to imbibed by everyone! Use this to drive trust and onus! 4. Fuse intent with real actions - Create common time zones for collabs and fun activities alike. Ensure all team based activities include people from across!
Team communication is essential to help decrease workplace conflict, tension, and misunderstandings. Good communication is vital to a healthy culture and a properly functioning team. When a team has excellent communication, all other aspects of a business can flourish.
Trust and accountability are essential for any program, but they can be harder to build and maintain with remote team members who may have different work styles, schedules, and preferences. To establish trust and accountability with your remote team members, you need to set clear and realistic goals, expectations, and deadlines, and monitor and measure their progress and performance. You also need to provide regular and constructive feedback, and acknowledge and celebrate their achievements and contributions. Additionally, you need to respect their autonomy and flexibility, and avoid micromanaging or overloading them with work.
Creating a high-trust environment makes employees feel safe to take risks, express themselves, and innovate. When we establish and foster trust in an organization, tasks get accomplished with less difficulty, teams collaborate, and communicate productively.
Social interaction and fun are important for any program, but they can be easily overlooked or neglected with remote team members who may miss out on the informal and spontaneous interactions that happen in the office. To encourage social interaction and fun with your remote team members, you need to create opportunities and spaces for them to connect and bond with their colleagues on a personal and professional level. For example, you can organize virtual team building activities, games, quizzes, coffee breaks, happy hours, or celebrations. You can also create online communities or forums where they can share their interests, hobbies, experiences, or challenges.
Lead by example- encourage team members to join virtual team building spaces, organise those regularly. Connect with memebers by reaching out and share your own experiences. Show support by appreciating their contributions and have regular check in with them.
Learning and development are vital for any program, but they can be more challenging and limited for remote team members who may have less access to training, mentoring, or coaching opportunities. To promote learning and development for your remote team members, you need to provide them with the resources, support, and guidance they need to grow and improve their skills, knowledge, and competencies. For example, you can offer them online courses, webinars, podcasts, or books. You can also connect them with mentors, coaches, or peers who can offer them advice, feedback, or insights.
Create open learning forums to join and learn by experiencing the activities/tasks. Understand the training needs and offer diverse skills based training opportunities and most importantly allow designated time for engaging in learning opportunities.
Diversity and inclusion are beneficial for any program, but they can be more complex and sensitive for remote team members who may have different cultural backgrounds, values, beliefs, or perspectives. To respect diversity and inclusion for your remote team members, you need to acknowledge and appreciate their differences, and foster a culture of respect, openness, and empathy. For example, you can learn about their cultures, languages, customs, or holidays. You can also solicit their opinions, ideas, or suggestions, and involve them in decision making or problem solving.
I have found investments in Employee Resource Groups (ERGs) can help build connection and trust with remote employees. It tightens the bond amongst employees by building an identity-based connections. For example, hosting panels where employees are invited to speak about a common subject has helped build empathy, trust, and community between in person, hybrid, and remote employees.