Remote / virtual or hybrid team all go through peaks and flows of engagement. Feedback can be through gamification and surveys. But also simply proactive reaching out and making time for your team. As a leader making time to engage with your team is as important as attending board or budget meetings. Make time. Listen. Ask the questions to get the real answers. If there is a deeper underlying problem you’ll find out soon enough.

Remote workers can feel disassociated with their colleagues who are in the office. Ensuring their voices are heard and they feel they are part of the group makes a big difference. In hybrid meetings, having the people in the room join on a laptop so their faces are on screen when they are talking can help even the playing field -- this allows remote participants to see who is talking and affords them with the ability to join in easier by knowing who is speaking. Additionally, keeping an eye on raised hands so remote participants are included evenly is worthwhile.

Few steps involves keeping them engaged at all times via different formal and informal channels. Also ensuring that there is enough communication regularly about making them aware of the reasons and the benefits of the feedback process. Sharing perspective should be a made part of the culture and feedback will be valued Some can be via group interview, surveys, questionnaires with open ended queries and videos Also receiving feedback should be acknowledged and regular checks in place