What do you do if your remote team is disengaged and unmotivated?

1 Set clear and realistic goals

One of the main reasons why remote team members may feel disengaged and unmotivated is because they don't have a clear and realistic vision of what they are expected to achieve and how they will be measured. As a team manager, you need to set SMART goals (specific, measurable, achievable, relevant, and time-bound) for each team member and communicate them clearly and regularly. You also need to align these goals with the overall team and organizational objectives, so that your remote team members can see how their work contributes to the bigger picture and why it matters.

2 Provide regular and constructive feedback

Another reason why remote team members may feel disengaged and unmotivated is because they don't receive enough feedback on their work and progress. As a team manager, you need to provide regular and constructive feedback to each team member, both formally and informally. You can use various tools and methods, such as video calls, online surveys, performance reviews, and recognition programs, to give feedback that is timely, specific, positive, and actionable. You also need to encourage your remote team members to give feedback to you and to each other, so that they can share their opinions, suggestions, and concerns.

3 Foster a sense of community and belonging

Another reason why remote team members may feel disengaged and unmotivated is because they don't feel connected to their colleagues and the team culture. As a team manager, you need to foster a sense of community and belonging among your remote team members, by creating opportunities for social interaction, collaboration, and fun. You can use various tools and methods, such as chat groups, virtual coffee breaks, online games, and team building activities, to create a positive and supportive team environment, where your remote team members can get to know each other, celebrate achievements, and have fun.

4 Support their personal and professional growth

Another reason why remote team members may feel disengaged and unmotivated is because they don't have enough opportunities for learning and development. As a team manager, you need to support their personal and professional growth, by providing them with access to relevant resources, training, coaching, and mentoring. You also need to encourage them to pursue their interests, passions, and goals, and to share their learnings and insights with the rest of the team. By doing so, you can help your remote team members expand their skills, knowledge, and confidence, and keep them challenged and curious.

5 Empower them with autonomy and flexibility

Another reason why remote team members may feel disengaged and unmotivated is because they don't have enough autonomy and flexibility over their work. As a team manager, you need to empower them with autonomy and flexibility, by allowing them to choose their preferred work style, schedule, and tools, as long as they meet their goals and deadlines. You also need to trust them to make decisions, solve problems, and take ownership of their work, and avoid micromanaging or controlling them. By doing so, you can help your remote team members feel valued, respected, and trusted, and give them a sense of control and freedom.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?