What are the best practices for engaging and motivating your remote teams during a crisis?

In the high-stakes game of remote team leadership during a crisis, it’s crucial to set goals that are as clear as a bell and as realistic as the ground you stand on. Think big but plan smartly. You want to motivate, not overwhelm. Establish goals that are achievable and transparent, ensuring every team member knows the playbook and their role in the grand scheme. This is about leading like a champion—everyone aligned, everyone committed. Set the stage for success, and watch your team deliver results that are nothing short of spectacular.

To effectively engage remote teams, establish clear and achievable goals aligned with your vision and strategy ??. Transparent communication is key in remote work, as it helps overcome the challenges of monitoring progress and providing feedback. Regularly communicate expectations and priorities, fostering a shared understanding among team members. Flexibility is crucial in the ever-changing remote landscape; be adaptable to swiftly adjust goals and plans as needed. Celebrate team achievements and acknowledge their efforts to boost morale, especially when overcoming obstacles and delivering impactful results ??. This approach not only motivates the team but also reinforces a positive remote work culture, driving productivity and success .

Uma crise é sempre um momento difícil para todos os membros de uma equipe e, para manter a equipe motivada entendo que algumas práticas s?o necessárias como: Comunica??o Transparente: Toda a equipe precisar saber exatamente qual é a crise, o que aconteceu e o que está sendo realizado tratar o problema. Empatia com todos: Alguns membros da equipe podem n?o se sentir bem ou à vontade durante o período de crise, portanto, saber entender esse momento das pessoas e tomar as a??es necessárias é fundamental;

During a crisis, it's important to lead with empathy -- consider what is important to the team, how do they feel about this crisis, and what might be helpful to them in order to move forward. Next, you must consider your communications strategy with your communications lead. Consider what are you able to say by assuming everything you say can and will make the front page of a major news organization. Think about the best way to disseminate your message with your whole team no mater where they are located. Finally, consider what follow up is required, for example a town hall to hear concerns and answer questions.

In times of crisis, fostering trust with remote teams hinges on frequent and transparent communication ???. Utilize diverse channels like video calls, emails, chats, and newsletters to relay updates, feedback, and relevant information ??. Actively listen to your team, addressing concerns, questions, and ideas with empathy and compassion ??. Recognize the emotional toll of the crisis, offering support and resources to bolster well-being ??. Communication shouldn't be solely task-oriented; include informal conversations and social interactions to maintain a cohesive team spirit ??. This two-way dialogue not only enhances team cohesion but also strengthens connections, ensuring everyone is informed and supported during challenging times ??.

There are a few best practices to create a supportive and engaging remote work environment even in the face of a crisis. 1. Maintain regular and transparent communication to keep everyone informed, provide latest updates and address concerns. 2.Show empathy towards team members. Understand the challenges they may be facing and offer support and flexibility considering individual circumstances. 3. Create an environment where team members feel comfortable sharing their thoughts and concerns. 4. Ensure that your team has the necessary resources to work efficiently from home. Offer support for new technologies or workflows that may be introduced during the crisis. 5. Organize virtual team-building activities to strengthen bonds among members.

Rela??o de confian?a se constrói com proximidade, mas esta n?o precisa (exclusivamente) ser apenas física. No mundo VUCA que estamos, com a conectividade em alta, e os apps de trocas de mensagens mais do que latentes, manter contato com pessoas de diferentes localidades se tornou "fácil". O "X" da quest?o é saber COMO fazer isso: - N?o adianta ter Teams e manter o status bloqueado; - N?o adiantar ter whatsapp e sempre estar ocupado; - N?o adianta agendar uma reuni?o online com o colaborador e sempre estar com pressa; - N?o adianta ter Zoom e o seu colaborador, com o "zoom ativado", n?o achar você. Seja você presente e frequente!

Keep your team informed about the situation, any changes in operations, and how it affects them. Transparency builds trust and helps alleviate uncertainty. Schedule frequent virtual meetings to touch base with team members. These can be team-wide meetings, smaller group meetings, or one-on-one check-ins, depending on the team's size and needs.

Facilitate collaboration among team members by leveraging digital tools and platforms that support remote teamwork. Encourage idea-sharing and brainstorming sessions to foster innovation and creative problem-solving. Collaborative efforts help strengthen team cohesion and resilience in navigating challenges together.

In the realm of remote work, combating isolation and cultivating collaboration and innovation is paramount. Foster a culture where team members freely share knowledge, skills, and perspectives, utilizing tools and platforms for effective collaboration ???. Promote a growth mindset and learning culture, encouraging experimentation, learning from failures, and actively seeking feedback ??. Creating an environment that values continuous improvement is key to unlocking innovation. To inject creativity and fun into the virtual workspace, organize activities such as virtual brainstorming sessions, hackathons, or team-building events. These initiatives not only break down silos but also contribute to a dynamic, engaged, and innovative remote team.

The key to buy in is making those affected by change feel as if they have a say in the change. Find ways to let people get involved or feel heard throughout the process -- it not only makes them feel like they are architects of the change, but it also provides a release valve for pent up energy related to the change that can be used constructively.

Promote a collaborative environment where team members can share ideas and solutions, even in a remote setting. Use digital tools that facilitate brainstorming and project management, and create opportunities for cross-functional teamwork. By encouraging innovation and creativity, you can help your team feel more engaged and invested in overcoming the crisis together.

Encourage virtual brainstorming sessions & cross-functional projects to foster collaboration & innovation among remote teams. Use digital tools to create shared workspaces where ideas can be exchanged freely. Neuroscience shows that diverse perspectives activate the brain's creativity centers, leading to novel solutions. Celebrate innovative thinking & risk-taking, even if outcomes aren't always successful. Promote a culture of experimentation & learning from failures. Facilitate peer-to-peer knowledge sharing through virtual lunch & learns or skill-building workshops. By nurturing a collaborative, innovative mindset, leaders empower remote teams to adapt, grow, & find creative ways to overcome challenges during a crisis.

Empowering and supporting your remote team is vital for their autonomy and well-being ??. Grant them the authority and flexibility to make decisions and manage their work, fostering a sense of ownership and accountability ???. Respect their boundaries and work-life balance, refraining from micromanagement and honoring their preferences ???. Provide ample resources and training to facilitate task performance and skill development ??. Regularly check in with team members to gauge their well-being, inquire about their needs, and offer assistance as needed ??. By prioritizing empowerment and support, you can nurture a positive work environment where team members feel valued, motivated, and equipped to thrive in their remote roles ??.

4 ways to help your remote team: 1. BE PROACTIVE: Create a safe and open environment where team members feel comfortable discussing their work and concerns without fear of judgment. 2. MAINTAIN BOUNDARIES: Lead by example by modelling healthy boundaries and respecting time off. You could implement flexible work arrangements. 3. GIVE SUPPORT : ASK your team what they need. Ask how you can support them and proactively give them the support they need. 4. PRAISE THEM PUBLICLY: Recognize and appreciate the hard work and dedication of your team. Acknowledge their contributions publicly, celebrate their achievements, and express gratitude for their efforts. Feeling valued and appreciated can help boost morale and motivation.

Remote work can feel sterile and disconnected, so the antidote is humanity. Dedicated time needs to be given each week to asking team members about their lives, their perspectives, their stressors and wishes. Then managers need to discern which of that feedback -- both personal and professional -- should be implemented and when. It could mean changing a team's strategy or implementing a new team rule that ends the work week at noon on Fridays or giving team members the option of working flex hours to accommodate home responsibilities.

Delegate tasks & decision-making authority to empower remote team members during a crisis. Provide the necessary resources, training, & support to help them succeed. Neuroscience indicates that a sense of autonomy & mastery activates the brain's reward centers, boosting motivation & engagement. Offer regular feedback, recognition, & growth opportunities to build confidence & skills. Encourage team members to share their unique perspectives & take ownership of their work. Create a psychologically safe space where people feel comfortable asking for help or voicing concerns. By empowering & supporting your team, you foster a resilient, adaptable workforce that can navigate the challenges of a crisis with confidence & initiative.

Lead by example by exhibiting resilience, optimism, and a solution-oriented mindset. Acknowledge and celebrate team achievements, recognizing the effort and dedication of each member. Positivity and resilience inspire confidence and motivation, even in the face of adversity.

As a leader, it's crucial to model positive and resilient behavior to uplift team morale ??. Demonstrate confidence, optimism, and gratitude, fostering a culture of motivation and collaboration ??. Uphold commitment, accountability, and integrity; fulfill promises, take responsibility, and maintain honesty and ethics ??. Prioritize self-care, managing stress, maintaining health, and seeking support, setting an example for your team's well-being ??♂?. By showcasing these traits, you inspire a resilient and positive work environment, encouraging your team to adopt the same mindset ??. Lead by example, radiating positivity, and resilience to create a thriving and motivated team ??.

Mary Barra, CEO of General Motors (GM), led through examples of resilience during the 2014 crisis when the company failed to recall millions of cars with faulty ignition switches leading to fatalities. She immediately took responsibility, promised to fix the issue, and restored trust in the brand. Barra oversaw an investigation, implemented measures to prevent such a crisis, and prioritized taking care of her team by establishing a victim compensation program. She remained focused on the future and transformed the company into a more transparent, accountable, and ethical organization. Her leadership during this crisis earned her widespread praise as a strong and resilient leader.

Motivar uma equipe nem sempre é fácil. Motivar quando se está longe é naturalmente mais difícil. Motivar uma equipe remota e num cenário de crise, pois, pior ainda. Seu papel, enquanto gestor, é direcionar as pessoas para o futuro objetivado. Um líder deve (e precisa) ser um visionário junto ao seu time, e esta máxima deve ser mantida até nas situa??es mais complexas como uma crise. Ser transparente quanto às dificuldades, mas resiliente no que está aguardando todos (logo) à frente pode acalmar até mesmo os mais incrédulos. Líder, tenha e demonstre positividade! Esta é a chave!

Lead by example, demonstrating optimism, adaptability, & resilience in the face of adversity. Neuroscience shows that emotions are contagious, so a leader's positive attitude can inspire & motivate others. Embrace change as an opportunity for growth & learning. Share personal strategies for managing stress, maintaining work-life balance, & prioritizing self-care. Encourage team members to do the same. Regularly express gratitude & celebrate small wins to boost morale & cultivate a sense of progress. When setbacks occur, reframe them as learning experiences & focus on solutions. By modeling positive, resilient behavior, leaders create a culture of strength & unity that helps remote teams thrive during challenging times.

Regularly solicit feedback from team members to gauge their experiences, challenges, and suggestions for improvement. Actively listen to their concerns and ideas, and take concrete actions to address issues and implement positive changes. Engaging with feedback demonstrates a commitment to continuous improvement and reinforces a culture of trust and accountability.

You can solicit feedback only if you have created sufficient psychological safety for people to feel free to speak up. Then you will receive authentic and useful feedback.

Alguns outros pontos: Defini??o do que deve ser feito: Uma estratégia deve ser tra?ada durante o período de crise e cada pessoa deve saber o seu papel durante esse período. Acompanhamento das A??es: Uma vez que todas as pessoas saibam o que deve ser feito durante o período de crise, é fundamental o acompanhamento das a??es até o fim do período. Todos devem saber como est?o contribuindo para passar por esse momento. Manter a Positividade: Mantenha a positividade, incentivando a equipe a ter esse mesmo sentimento de que a crise a passageira e com a colabora??o de todos esse momento será superado.

Consider implementing regular team-building activities, even in a remote context, to strengthen connections and boost morale. Address mental health and well-being by offering resources and creating a supportive environment where employees feel comfortable discussing their challenges. By focusing on both professional and personal aspects, you can build a resilient and motivated remote team that thrives, even in times of crisis.

So many of us went through this firsthand with COVID and if the strong workplace culture was already in place, the team was aligned around a common purpose and empowered to contribute meaningfully -- so that is step number 1: establish a culture of ownership, accountability, and integrity BEFORE a crisis and you will have all hands on deck supporting each other and the mission when the going gets tough. “Only when the tide goes out do you learn who has been swimming naked.” --Warren Buffett