¿Cuáles son las mejores formas de fomentar una cultura de equipo positiva a distancia?

Having a positive team culture in a remote work model starts with recognizing that the remote work experience is different than the in person one. Neither is right or wrong, but they are definitely not the same. Rather than trying to create the same experience for both, focus on offering the same outcome. Maybe have a specific remote action plan, guidelines for work, or a unique schedule that allows for more virtual team time. The most important thing to having a company culture that everyone is proud of is to be on purpose to create it.

If team is only meeting remotely then this is recommended to set up a weekly check in meeting where none of business is discussed, focus in this check in is only around what's happening in their personal life. This can be one of many strategies to boost psychological safety in remote team.

To foster a positive remote team culture: * Regular Communication: Use video calls and chats to maintain connection. * Virtual Team Building: Organize online activities and casual meet-ups. * Clear Expectations: Set and communicate clear goals and responsibilities. * Feedback and Recognition: Provide regular, constructive feedback and celebrate achievements. * Work-Life Balance: Encourage a healthy balance and respect personal time. * Inclusivity: Ensure all team members feel included and valued. These strategies help create a cohesive and supportive remote work environment.

During my last job working remotely at a startup, we fostered a thriving work environment by actively supporting one another and embracing regular face-to-face Google meetings whenever issues arose or discussions were needed. Establishing this personal connection was pivotal in our remote work dynamics. While I understand that not everyone may be comfortable with cameras on, I discovered that, at times, having cameras on allowed us to glimpse into the authentic lives of our colleagues—meeting their dogs, cats, and even their children. This not only provided a deeper understanding of who they were but also revealed a more human side to each team member.

Trust is the major factor when you want to foster a positive team culture. The best leaders refrain from micromanagement and let their team members take full ownership of individual tasks. Another important point that gets less talked about is transparent communication. Be honest with your team. It always helps. Last but not least, try creating a feedback-based ecosystem within the team and while doing it, ensure that it does not follow a top-down approach only!

Starting from setting clear objectives and expectation for the team at the beginning of the year, having multiple touch points with them to evaluate their progress and , sharing timely feedback does make a difference to the team. Letting them know that they add value the company’s bigger vision and build the confidence that they can reach out anytime for support or guidance and provide a safe space to explore ideas and opinions increases the teams engagement.

The most important thing about communication is remembering it's a 2-way street. You need to listen to your team as much as you direct them.

Comunicarse de forma regular ayuda al engagement, sobre todo en caso de estar en remoto. Es recomendable establecer una reunión mensual con todo el equipo, una de arranque semanal con el propio departamento, así como una de cierre semanal también a nivel de departamento. Los 121 individuales también son muy recomendables para poder captar aquellas cosas que nos perdemos en la distancia, y para que la gente sepa que seguimos estando ahí para ellos. Y no evitar conversaciones incómodas. Hay que hablarlo todo con asertividad y ser muy constructivos, pero no evitar temas, porque después siempre es mucho peor.

La comunicación debe ser cómo en dos de los 4 acuerdos de la cultura tolteca "impecable en las palabras", para "No hacer suposiciones" Y todo fluirá de acuerdo a lo planeado.

Your calendar should reflect an intentional focus on connection. If your resources don't indicate a focus on connection then it's not a priority and it will not happen. The calendars of your teams should also reflect intentional time set aside for connection. Where possible - Lead calls with personal connection - emphasize it on calls and on msgs Also - encourage Favorite sports teams, favorite things on calls- do a tour of people's shelves on zoom ......oh and - on call karaoke for wild teams. And Camera ON. Lean toward zoom over instant msg when it's clear body language and tone will be important things to look for in certain situations. Listen more, ask more questions- and make sure you plan in time for connection.

To enhance social connections for our remote workforce, we introduced a dedicated social platform for employees to freely “chit-chat” throughout the day about topics that matter to them, like our monthly engagement initiatives. Considering that if we all worked on-site, such conversations would occur organically - same concept, but on quiet days, HR takes the lead in initiating discussions with daily questions, sharing fun facts about monthly causes, or posting humorous memes. This practice fosters a positive culture and sense of belonging while boosting the morale of our workforce. The active involvement of all organizational levels is even more rewarding, demonstrating that increased social interaction has not compromised productivity.

Written and online communication transport much less "message" than personal communication that includes non-verbal and para-verbal communication (facial expressions, tone of voice, body language etc.). And the latter makes up 99% of communication. So remote culture needs to rely on this 1% to build connection and belonging and for this people need to: - feel safe to express themselves in written and online form - understand the team "lingo": what is perceived well, what not - have plenty of options to do so - feel comfortable and have a choice when to participate and how (e.g. video on/off) - get nudges to actively participate, or let others speak and so on. It can be challenging to not know what others really think of you.

En el trabajo remoto es dificil saber cuáles son las preferencias de cada uno, a quiénes les gusta más leer, ir al cine, visitar nuevos restaurantes ,etc. Para eso una idea 💡 es que puedas generar votaciones y generar grupos sobre aficiones, promover una salida o un espacio virtual hablando sobre esos temas, traer personas influencer de esas categorías, etc.

Create opportunities for virtual social interactions and team bonding. This can include virtual team lunches, virtual happy hours, online games, or even virtual team-building exercises. These activities help team members build relationships and maintain a sense of camaraderie.

Los grupos de trabajo son eso, alineados en un entorno profesional y de respeto, no son una familia, no se deben desvirtuar los conceptos.

Reinforcement is the key in a remote environment. While there is focus on learning & development, documenting & revisiting the development goals and regular feedback on those always helps progress & transparency. Having a well structured & documented IDP(Individual Development Plan) is a great tool which can be used. Apply the 70 - 20 - 10 principle among Learning on the job, Learning from others & other formal interventions to create a robust IDP. Developmental feedback conversations become a lot more structured and consistent with an IDP. 2-way feedback(incorporating 360 feedback if possible) between an employee & manager is also a very critical tool for remote working to maintain transparency & avoid surprises.

One thing I found helpful in my career growth is continuously up-skilling by networking with peers in the industry, taking up online courses and attending events. Being benefited by it, I keep suggesting my team and add it part of their developmental goal to find opportunities to learn and grow with their peers, use all available resources to educate and stand out. This in-turn helps in high engagement and retention with high skilled employees contributing better to the organization

It is important for each employee to have a personalized set of goals and a plan of action. Naturally, feedback should be collected for plan clarifications and adjustments. Creating cross collaboration between departments helps exchange knowledge and getting a better understanding of the business. It is important for everyone to understand that learning is not a single event but rather an ongoing process. However, words are not enough. Demonstrating commitment to learning and development reinforces the importance of continuous improvement. Creating a work culture of learning and development is an ongoing effort, which requires consistent support.

Fomentar una cultura donde la seguridad psicológica permita a todo el equipo expresarse con honestidad es clave. La retroalimentación es básica para tener y conseguir un nivel de comunicación óptimo y potenciar el engagement, y el reconocimiento no debe faltar nunca, de la forma que sea. Las bases de la cultura empresarial deberían estar siempre alineadas con un buen liderazgo, empático y asertivo, y con una buena política de reconocimiento y comunicación interpersonal.

Although the organization may have a recognition platform and program, how these recognition are done is equally important. Being intentional, personal, timely and the way you make the person feel makes a whole lot of difference. Be it a thank you email, good job text or an award, the manager plays an important role to highlight the team members contribution that makes them feel valued and in return motivate them to do more.

I think that a culture of gratitude is key to building connections. Start and end meetings with genuine thanks. Our company has a channel in slack to call out contributions and support each other.

Trust is the essence of remote culture. The foundation of any high-performing team, really. But when people are working whenever, wherever, trust is the ultimate foundation for a positive remote work culture. Trusting for real means offering flexibility, sharing accountability, and empowering people to make and correct decisions.

Trust should be given to everyone from the beginning. It shouldn't be earned. Any worries of mistrust need dealt with on an individual basis so as not to punish the many for the actions of the few.

Encourage and support a healthy work-life balance by promoting flexible work schedules, encouraging breaks, and discouraging overworking. Encourage team members to take care of their well-being and provide resources for stress management and self-care.

The regular exchange is key especially when the distance is huge. There should be time to exchange not exklusively work matters but also listening to private issues sometimes. If people really know each other they can trust each other and rely on their colleagues.

Involving remote team members in decision-making processes fosters a sense of ownership and belonging. Celebrating Diversity and Inclusion Celebrating diversity within remote teams is essential for creating a positive culture. Embracing different backgrounds, perspectives, and experiences fosters an inclusive environment. A culture that values diversity promotes innovation Effective use of technology is crucial for maintaining connection in remote work settings. Investing in tools that facilitate communication, collaboration, and knowledge-sharing bridges the physical gap. Leveraging technology fosters a connected culture, enabling seamless interactions and strengthening the sense of community among remote teams.

Quando você abre espaço para uma comunicação clara, onde as pessoas podem compartilhar suas ideias, o ambiente fica mais propício a colaboração. Hoje trabalhar remoto já é uma maneira de deixar o time engajado, então você só precisa saber administrar essa situação, entender o que funciona em relação a forma de gerenciamento.

Engagement, checking in daily without micromanaging. Get to know your team. It’s a great way to greet and gage mood/mental health by greeting them personally daily. An example would be “Hey, did you watch the game last night? I saw your team won! Go Cowboys!” Create time for a one on one monthly, if it’s possible to meet in person. Do a touch base goal oriented. Fosters trust and relatability.

To further enhance a positive team culture in a remote setting, prioritize inclusivity, providing well-being resources, and encouraging continuous feedback. Help establish clear boundaries between work and personal life, and cultivate a learning culture within the team. Supportive technology and celebrating diversity are essential, as is addressing time zone challenges by scheduling meetings at convenient times for all. Encourage autonomy, adaptability, and resilience, and engage in social responsibility initiatives as a team. Regularly reassess team needs, be open to feedback, and adapt strategies accordingly for ongoing success.

Number one and most important: Communicate! Nothing is worse than being on an island within a role that requires team collaboration or support. Check in with your staff individually as well as in a team setting, and make sure to have these meetings consistently. This helps foster open communication and sense of being a part of something within their role from home.

Transparency on all levels of an organization help foster trust and communication. If you are a leader, make your calendar public so that your employees can see that you are going to a dentist appointment and that is ok because life is crazy. On the flip side, if you are catching up on messages late at night or on the weekend, schedule your responses to go out the next day so as not to make people feel like they are supposed to be checking in at all hours.