WFH Making Inclusion Difficult? 7 Tips to Get You Back on Track.

If you’re like me, you might have employed the MBWA approach to leadership back in the pre-COVID times. In other words, “manage by walking around.”

When teams were working together physically, the payoffs of MBWA were numerous, from face-to-face interaction and comradery to personal insights and impromptu revelations about what’s really happening at any given moment.

Beyond these things, connecting with your team by literally walking around the workplace was also a great way to make sure everyone’s ideas and opinions were valued and included.

But now that many of us have long since settled into a WFH (Work from Home) reality, where it’s easy to feel siloed and alone, how are we doing in this area?

Are we still promoting an atmosphere of inclusion? Or has the remote experience made it virtually impossible (no pun intended) to do this aspect of our job?

First, let’s define what inclusion means.

According to McKinsey & Company, a global management consulting firm, inclusion is the degree to which organizations embrace all employees and enable them to make meaningful contributions. This is created in equal part by the behavior of individuals (leaders and peers), who make conscious inclusion a daily practice.

At FIS, inclusion is about creating the right environment to unlock the power of diversity — all the differences that inform the way our 57,000 employees interpret and negotiate the world, and how each of us thinks and approaches problems.

So, getting back to our main question: How can we effectively promote inclusive practices while working from home?

Allow me to share seven tips from “Sustaining and strengthening inclusion in our new remote environment,” research that has been helpful as I try to be more intentional in my own management practices.

1) Demonstrate vulnerability and empathy.

Connect with your team on a personal level. Find out what makes each person happy outside the office. Share your feelings too. Acknowledge the days when you’re hurting or in need of support and encourage your team to do the same.

2) Ask about people’s needs, acknowledge them, and tailor actions accordingly.

Be proactive here. Your team member who seems a bit off today: Is there a potential challenge or distraction they’re facing? Draw them into productive conversation. What do they need to be fully present? How can you help them succeed?

3) Challenge personal assumptions, adopt a learning orientation, and seek to understand others’ experiences and personal styles.

Ensure people feel seen and heard, especially those who might find communication more difficult in a remote setting. That silent person on the call? Instead of assuming they don’t want to be part of the conversation, consider alternative explanations. Assume positive intent before jumping to conclusions.  

4) Build space for diverse perspectives and encourage greater participation.

Rotate call facilitators and start by having everyone answer the same question. Celebrate different opinions and realize that, as a leader, your job isn’t to have an answer to every problem; instead, it’s to guide your team to the best solutions.  

5) Make time for structured remote team building and networking.

Set remote meetings where team members get to know one another outside the job. Games like “two truths and a lie” are fun, but your team is probably full of even better ideas. Delegate responsibility to give everyone ownership and the opportunity to put their unique spin on things.

6) Be intentional about mentoring and developing all team members.

In addition to holding regular check-ins with your direct reports, who else in your department (or across the organization) might benefit from an expanded circle or professional development? Ask if, rather than assume, someone wants to engage in a mentor/mentee relationship.

7) Encourage team members to set individual inclusion commitments.

As the authors note, “Ultimately, everyone in an organization contributes to building a more inclusive and effective working environment.” As a leader, reinforce this. Share a list of what you’re doing and ask your team to develop their own strategy.

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Closing thought

By providing an inclusive employee experience where everyone’s views count, we can empower our employees to thrive and achieve their full potential.

What are you doing to be more inclusive? How have you seen others model inclusivity during WFH? And what are the benefits to this approach?

I’d love to get your comments below!