Você foi designado para liderar uma equipe de trabalhadores remotos. Como você pode garantir que todos permaneçam conectados?

Two important things you can model are based on the CABLES model for leadership development. The first is to be Consistent which means to walk the talk. If you stress the importance of staying connected you have to model it yourself. The second is Specifics, which requires the leader to set clear expectations on what it will mean to stay connected and then to hold each other accountable to that expectation.

Set the goal for all. - Standardize communication tools -Provide a safe environment for everyone -Spell out goals clearly - Cadence for check in - Celebrate small wins together

It's important to determine the primary mode of communication, whether it's through a project management tool, team chat application, or email. Regular check-ins are another important strategy to keep everyone in the loop and address any concerns or challenges. Fostering a culture of collaboration is crucial when leading a remote team. Sharing progress updates and milestones reached is important to keep everyone informed and foster a sense of connection and accountability. Promoting informal communication is also crucial in remote settings. Organizing virtual social events or activities is another strategy to foster relationships within the team. As a leader, it's important to be responsive and available for communication.

I work with a remote team today and we stay connected by making sure our cameras are on so we can actually see each others faces and reactions. This has been a crucial part of staying connected across the country. I also take time to check in on my team, to make sure their health is good and their mental well being is a top priority. Showing empathy goes a long way to building trust in our team. So many people forget about the humanity of these remote teams. Take time to get to know each others personal side.

In addition to setting clear expectations, be very organized so team calls will be efficient and effective. Sending out the meeting agenda ahead of time and summarizing decisions/assignments/agreements after the calls in writing will make sure the team keeps moving forward.

Creating a solid remote work culture is more than just providing tools. It's essential to ensure that every team member feels included and valued, regardless of location.

Firstly, ensure that they have the necessary tools to be able to do bring their part. Apply the Pomodoro techniques to make sure that they are engaged at all times. Each one must have something to report on their progress

Selecting the appropriate tech stack is essential for seamless communication. Tools like : -Slack for instant messaging, - Zoom for face-to-face interactions, and - Trello for project management, create an integrated ecosystem. Use the PARC (Purpose, Audience, Relevance, Clarity) principle to ensure the tools serve your team's specific needs.

Communication tools and means are the most important for the success of the task and assignments. Clear communication and regular check on the progress, including proving advice and views will be most impactful.

Having regular check-ins and stand-up meetings is key to ensuring that remote teams stay on track and work together smoothly. Picking the right tools for talking and sharing, like video calls or messaging apps, is also important. These tools should fit the team's needs and budget. The next thing to focus on is teaching how to use them well and following some rules for when to use them and how often. These guidelines keep communications strong and help avoid problems. So, the key is both having meeting cadence and using the right tools wisely.

For me Open dolor policy and feedback 360, are extremely important. We want to be available for our team, listening but genuinely listening, don’t reply back unless they ask for your input, don’t judge, sometimes our collaborators just want to be heard, have a “venting” session without being judged. Remember a 1:1 does not have to be within a small office, you can always innovate. The most important thing is to be present, be open and actively listen to our collaborators

Delegation of roles and responsibilities with some degree of authority and accountability must be done. This will also boost the confidence and trust of the team members. It also creates sense of ownership for their roles and engagements.

Liderar uma equipe requer responsabilidades com algum grau de resiliência e sabedoria . Isso também aumentará a confiança dos membros da equipe. Também cria senso de propriedade para seus papéis e compromissos. Para construir relacionamentos fortes, considere criar momentos sociais, como "Happy Hours" virtuais. Isso oferece um ambiente descontraído para compartilhar interesses pessoais, criando um espaço de confiança. Como alternativa, plataformas colaborativas como o Slack ou o Microsoft Teams oferecem canais específicos.

Liderar un equipo remoto implica establecer conexiones sólidas y fomentar la confianza. Programar reuniones individuales y grupales es esencial. Por ejemplo, organizar sesiones mensuales para discutir metas individuales, desafíos y sugerencias permite un seguimiento personalizado. Además, implementar pausas virtuales para el café, donde los miembros comparten experiencias no laborales, fortalece los lazos informales. Para construir relaciones sólidas, considera crear momentos sociales, como "Happy Hours" virtuales. Esto ofrece un ambiente relajado para compartir intereses personales, creando un espacio de confianza. Alternativamente, plataformas colaborativas como Slack o Microsoft Teams ofrecen canales específicos.

Team bonding activities are necessary, departmental, across departments, and general team bonding. Sometimes meeting physically where possible, either at the office or other locations for team bonding activities are necessary

Fomentar la retroalimentación y las aportaciones es crucial para mantener la conexión en un equipo remoto. Establecer canales abiertos para comentarios, como encuestas de satisfacción o reuniones virtuales de retroalimentación, permite a los miembros expresar sus ideas y preocupaciones. Por ejemplo, solicitar sugerencias después de implementar un nuevo proceso puede revelar perspectivas valiosas para mejorarlo. Mostrar aprecio y reconocimiento es igualmente vital. Enviar correos electrónicos de agradecimiento personalizado. Un ejemplo sería destacar el esfuerzo de un miembro al superar un desafío, inspirando a otros. Como alternativa, implementar programas de recompensas virtuales, establecer un "muro de reconocimiento"virtual.

Fostering open communication within the team is crucial for maintaining a strong connection. Encouraging feedback and input from team members not only enhances collaboration but also provides valuable insights for improving leadership. It serves as a two-way street where we can collectively identify and resolve issues, ultimately boosting the overall performance of the team.

La interacción con el equipo para obtener feedback debe ser constante pero aleatoria. No debe interrumpir sus tareas ni debe ser esperada (siempre a un mismo horario). Como líderes, nuestros contactos deben realizarse en positivo, fomentando la colaboración y la puesta en común de conocimientos.

A truthful feedback culture is even more essential in remote leadership setups: Take your time to establish ground rules on which topics under what circumstances may be "feedbacked" by whom to whom. This may sound complicated at first but enables to form a trustful relationsship among feedbacker and receiver. Do this right and other teamembers (being sceptical at first, maybe) will open up to it, step-by-step. In a true feedback both active parties have responsibilities. Remember: Its only a true feedback if the recipient is willing / able to receive it. Anything else has a high potential to be criticism.

Very impactful and this brings cohesion to the team,self confidence to individual team members which inturns improves productivity

Recognize that remote work can blur the lines between personal and professional life. - Encourage the use of the Pomodoro Technique to manage time effectively and prevent burnout. - Foster an environment where team members feel valued and understood. You can implement the FORM (Family, Occupation, Recreation, Motivation) method in conversations to get to know your team beyond work, strengthening personal connections that underpin professional trust - Promote a work culture that not only normalises but also values breaks and disconnects after work hours to maintain mental health.

El equipo debe poder confiar en su líder para transmitirle inquietudes o problemas que les generen ansiedad, estrés o desatención. Por su parte, este debe conocer y gestionar estas circunstancias mostrándoles su apoyo e interés. Se pueden negociar vacaciones o días libres a cambio de horas extras generadas. También puede permitir la organización horaria flexible o aumentar el tiempo de entrega del trabajo para facilitar el cumplimiento de los objetivos. Algo muy importante es no contactar con el equipo fuera del horario laboral salvo extrema necesidad. Se debe fomentar la desconexión digital.

I believe in treating my team the way I'd like to be treated. It means showing respect, being understanding, and appreciating their efforts. Creating a positive and supportive work environment where everyone feels valued fosters a strong team.

Consider the RACI (Responsible, Accountable, Consulted, Informed) matrix to define roles in team tasks and decision-making. This can help in keeping remote teams connected by clarifying who should be involved and informed at every stage of a project, thereby reducing the chances of conflict and ensuring smooth collaboration.

To me the most important topic is, to ask and listen. For the above mentioned topics it is crucial to ask the team members what they need to have good working conditions. Be open minded and listen carefully. This helps to find out the real concerns, problems and challenges of employees and colleagues. An satisfied employees and colleagues does the best work he/she can and the overall performance will rise. A manager is only as suffizient as as the team is.