How can you ensure remote employees feel valued?

Utilize daily huddles to celebrate even minor victories! Each little step forward deserves to be recognized and praised, is it as a team or as an individual. Such a daily meetings not only keep you updated as a leader, but also might bring an element of healthy competition depending on the industry you are operating. So remember - every little victory counts! Also, such a daily meetings can help the team to consult, tackle and solved all the issues they might have enhancing a collaborative environment and binding the team together.

Publicly acknowledge and appreciate the contributions of remote employees. Use team meetings, emails, or collaboration platforms to recognize their achievements. Implement a recognition program that highlights outstanding work and contributions. Periodically send care packages, gifts, or tokens of appreciation to remote employees. This tangible gesture demonstrates that you value their contributions and well-being.

Here are few points to consider - Develop a communication channel with them either by Zoom or google meet to get feedback from them and to know their challenges - Build a relationship with your workers, don’t be all about work. Communication is essential

To make remote workers feel valued, stay in touch often through video calls or messages. Say thanks for their hard work and achievements, even the small stuff. Be understanding about when they work and try to be flexible. Include them in decisions so they feel like part of the team. Celebrate good things that happen, even if it's just online. Also, help everyone be friends by encouraging them to chat and be supportive. Making sure everyone feels noticed and appreciated makes working from a distance much better.

Encouraging team members to be on camera during team calls can foster increased collaboration. Additionally, team games such as "Two Truths and a Lie" can create a relaxed atmosphere where virtual team members can get to know one another better.

When you talk to others, try to share your thoughts in a way that everyone understands. Use simple words and be a good listener too. If someone has a different feeling or problem, try to understand how they feel. Show that you care and try to imagine things from their perspective. Being a good communicator means being clear and nice, so everyone feels heard and respected. Just like when you talk to a friend, being understanding and kind helps everyone get along better.

In my experience, the principles here outlined are fundamental in creating a healthy and productive remote work environment. One thing also I have found helpful is use of regular structure check-in. Another critical aspect to consider is the choice of communication tools. Different messages may require different mediums. For instance, complex or sensitive topics are often better handle through voice calls, rather than emails or chats. Overall, the approach towards empathetic and effective communication is well-rounded and thoughtful, implementing the strategies can significantly contribute to a positive and collaborative culture, where every team member feels valued and understood.

1. Prioritize video calls for a more personal touch. 2. Practice active listening. 3. Show genuine interest in their experiences. 4. Be empathetic to the challenges they may face while working remotely.

Take time to understand your remote colleagues and how they best receive messages. Understand how frequently they want to communicate with you - too sparse and they will feel less engaged, but too frequently and you risk overwhelming them. When you do, maximise the opportunity. Listen actively and use the RASA framework. Know them as PEOPLE, too. Ask about them, their families, their interests.

When you want to tell someone how they're doing, keep it simple and clear. If they're doing a good job, say "great job" or "thanks" to show you appreciate their work. If there's something they can improve, be gentle and suggest how they can do better. Use nice words to encourage them. Remember, talking to someone about their work is like talking to a friend be honest, kind, and helpful. When people know you see and appreciate their efforts, it makes everyone feel good and helps everyone do their best.

I must say the use of performance review, surveys,and an award is an effective way to provide structured feedback. What I have experienced that it is always crucial, however, that these are conducted in a manner that is fair, transparent, and consistent, to avoid any feelings or bias of misunderstanding. Complementing formal methods with informal ones like thank you notes,shoutouts and virtual celebration is a great strategy. What I had done once, I made a feedback form with some points which I wanted to know. I shared it with some of my colleagues,friends, relatives and family members. Without providing their names,They were able to give me genuine feedback. So give feedback, get feedback, be motivated,engaged and productive.

Implement a peer-to-peer recognition system where employees can acknowledge each other's contributions, fostering a more inclusive and positive remote work culture.

1. Regularly provide constructive feedback and acknowledge their contributions. 2. Publicly recognize achievements in team meetings or through a company-wide communication platform. 3. Highlight the positive impact of their work.

Ensuring remote employees feel valued involves implementing a systematic approach to feedback and recognition. Regularly acknowledge achievements publicly, offering specific and actionable feedback tied to individual goals. Tailor recognition to each team member, showcasing a genuine understanding of their unique contributions. Promote inclusivity by appreciating diverse talents, fostering equality within the team. Position feedback as a tool for professional growth, emphasizing its role in supporting development. Establish clear channels for feedback through regular one-on-one meetings or dedicated sessions. This structured system not only boosts morale but also contributes to a positive and motivated remote work environment.

It's important to understand preferences for communication and collaboration tools. Some may prefer email, while others thrive on instant messaging or video calls. Tailor the approach to meet their needs. 1. Prioritize genuine, human connections. 2. Regular, empathetic communication and combined with regular recognition and feedback. In the end, all these will go a long way to ensure remote employees feel valued and connected to the large team.

It is always crucial to ask right question in feedback either to receive or to give. let me share some questions which I had added in feedback form for my improvement. 1) What is one thing where you can count on me 2) What is one thing where you cannot count and me at all? 3) What can I do better to support at your improvement? 4) If you could change one thing about me, what would it be? 5) What is one skill would you like to develop next year in myself? You can also add many more questions with this and I would say you will get many insights for your improvement. And yes, take care that you are receiving feedbacks so do not react any time to the opponent person. Thank you

As a remote worker, I understand this deeply. You shouldn’t sit back and expect leadership to do all the engaging. You should take ownership and be proactive 1:1s with your team and management. Build rapport and an effective working relationship with those you directly interact. Try collaborating on projects/brainstorming ideas and friendships will eventually develop organically. Understand your org chart and make best use of software such as Teams to connect with people outside your direct circle. Reach out to people you admire, most people are willing to mentor. If there are wider areas of the business you lack understanding - take the initiative to connect and communicate with key people to add depth to your knowledge and network.

This is about leadership more than communication. Throughout any given day, you may only communicate with your team via email, Teams, phone, etc., so an employee working remotely shouldn't change the frequency at which you communicate with them. So, from a leadership standpoint, always have your finger on the pulse. Know when to leave space and when to move in a bit. Obligatory connections for the sake of touching base do far less than meaningful interactions. There is no set equation or blueprint, so know yourself, your team, and how they respond to leadership.

To make remote workers feel valued , stay in touch often through video calls or messages. Say thanks for their hard work and achievements, even the small stuff. Be understanding about when they work and try to be flexible. Include them in decisions so they feel like part of the team.