How do you keep remote and hybrid teams engaged?

During my previous role, we organized a virtual monthly "Happy Hour" where team members from different locations could relax, share stories, and get to know each other on a personal level. This initiative not only strengthened our team bonds but also contributed to higher levels of engagement and collaboration.

Leaders must adopt an Inclusive Leadership style that allows them to manage, support, and elevate their remote and hybrid teams. An easy thing Inclusive Leaders can do right away is set clear, transparent, and open expectations with their teams. For example: - Make sure you communicate what behaviors aren't tolerated in the workplace. - Interrupt micro-aggressions as you witness them. - Clearly communicate what the expectations and goals for their role are and follow-through accordingly. - Schedule (and don't miss!) 1:1 meetings with your teams. - Be available for your team!

Regular Communication: Maintain consistent communication through Teams, emails, and messaging platforms to keep everyone connected. Encourage open dialogue! Virtual Team Building: Organize virtual team-building activities and social events to foster camaraderie. Clear Expectations: Define clear goals, expectations, and KPIs. Remote team members need to understand their roles and responsibilities clearly. Professional Development: Offer opportunities for remote employees to develop their skills and grow in their careers. This can include online training, mentoring, or access to resources. Recognition and Feedback: Regularly recognize and appreciate remote team members' contributions. Provide constructive feedback to help them improve.

Para definir objetivos que mantenham as equipes remotas e híbridas engajadas, é importante considerar a natureza do trabalho remoto e híbrido, assim como os desafios específicos que esses questões podem apresentar. Ao definir objetivos para equipes remotas e híbridas, é importante envolver os membros da equipe no processo e garantir que os objetivos sejam realistas, relevantes e alinhados com os valores e objetivos organizacionais. Isso ajuda a manter a equipe engajada, motivada e focada em alcançar resultados, independentemente do tipo de ambiente.

Contrary to what many believe, it's very possible to build deep and trusting relationships in a remote-first setting. It does require being intentional, and attentive to the organic bonding that is lost when compared to in-person work. - Frequent 1-1's (weekly, bi-weekly) - Make time for off-agenda talk (what did you do this weekend) Consider high-touch activities like a monthly team checkin with an open-loop prompt: "To this meeting, bring the one thing that's most important to you right now to share"

It’s not easy to keep remote and hybrid teams engaged. I have some key strategies for your reference. First, we need to establish transparent and open communication channels where every team member can discuss work-related issues. Next, we can schedule regular one-on-one and team meetings to discuss progress, address concerns, and provide feedback. Turning on cameras during meetings can also help staff engage. This helps maintain a sense of connection and ensures everyone is on the same page. Finally, we can consider allowing flexibility in work hours and locations to accommodate different needs and preferences. This can help reduce stress and improve work-life balance.

Trust and rapport don't happen by magic! As an Inclusive Leader, you'll need to earn them by remaining open, transparent, and communicative with your team. If you don't know where to start, here a few things you can try: - Block a few hours a week for "office hours." Make sure your team can communicate directly with you, without having to wait for their allotted 1:1 meeting. - Interrupt micro-aggressions as you witness them. - Schedule meetings based on your team's needs, preferences, and cultural and religious observances. - Make sure you're really listening to your team's needs and goals. - Stay aware and up-to-date with any cultural or newsworthy events that might be taking place in your location.

Para isso, dois pontos importantes são necessários: Comunicação Transparente e Regular: Estabeleça canais de comunicação claros e regulares para manter todos os membros da equipe informados sobre as metas, projetos e atividades em andamento. Utilize ferramentas de comunicação digital, como e-mails, mensagens instantâneas e videoconferências, para facilitar a interação e garantir que todos se sintam incluídos. Crie Espaços Virtuais para Colaboração: Implemente plataformas de colaboração online, como Slack, Microsoft Teams ou Google Workspace, onde os membros da equipe possam compartilhar ideias, documentos e atualizações em tempo real. Incentive a participação ativa nessas plataformas, promovendo discussões e colaboração em projetos.

Over communicate, and document everything. Remote and hybrid teams work differently, so need to be communicated with differently too. Great leaders recognise that not everyone communicates the same way (this is true for in office too). So to ensure people are engaged and happy, sit down with them, tell them how you work and ask how they'd like to work. Align on communication practices and regularly check in for feedback. Don't assume that just because it's working now, it will be in a month. Finally, make team meetings exciting. Use tools like Figjam and Miro to do virtual whiteboarding and get people engaged!

Engagement transcends communication—it's about crafting collaborative ecosystems. Integrate tools like Miro or Mural, transforming brainstorming into a dynamic visual experience, fueling creativity and problem-solving. Messaging apps play a pivotal role, providing the virtual equivalent of a spontaneous office door knock for quick questions, maintaining the essential fabric of connection. Beyond individual interactions, foster a culture endorsing employee resource groups (ERGs) and communities of practice (CoPs), fostering inclusivity. These organic bridges connect individuals, cultivating a sense of kinship and a reservoir of shared knowledge. In this tapestry, team members connect, resonate, and collectively enrich their experience.

Communication and collaboration are key, but Inclusive Leaders know that not everyone works, communicates, and collaborates in the same way. Make sure you understand your team's working style and provide the accommodations needed so everyone can thrive and grow!

To keep remote and hybrid teams engaged, consider implementing "Virtual Office Hours" where team members can drop in to discuss ideas, seek advice, or simply chat with leadership and peers. This fosters an environment of open communication and accessibility, akin to the spontaneous interactions that occur in physical offices. Additionally, encourage employees to share personal achievements or hobbies in these sessions or via dedicated channels. This practice not only humanizes team members across digital platforms but also promotes a more connected and supportive team culture, enhancing engagement and fostering a sense of belonging among remote and hybrid employees.

Promover a comunicação e colaboração eficazes em equipes remotas e híbridas requer a implementação de estratégias e ferramentas adequadas. Entre elas: Estabelecer canais de comunicação claros Definir expectativas de comunicação Promover a transparência Facilitar reuniões eficientes Estimular a colaboração online Criar espaços virtuais para discussão Fomentar a cultura de feedback Incentivar a participação de todos Ao implementar essas estratégias, as organizações podem promover uma comunicação e colaboração eficazes em equipes remotas e híbridas, permitindo que os membros da equipe trabalhem juntos de forma eficiente e produtiva, independentemente da distância física.

Independente do ambiente, se é híbrido, remoto ou presencial, o aprendizado ainda continua como pilar principal para o alcance de resultados na organização. Para atividades remotas, existem boas possibilidades e formatos: Cursos Online. Webinars e Workshops Virtuais. Recursos de E-Learning. Fóruns de Discussão Online. Aplicativos e Jogos Educacionais. Redes Sociais Profissionais. Plataformas de Aprendizagem Corporativa. Essas são apenas algumas das muitas formas de aprendizado online disponíveis atualmente, cada uma oferecendo oportunidades únicas para o desenvolvimento pessoal e profissional.

One thing we found is that people tended to not be able to carve out time for learning & development. So, we dedicated special 'learning leave' days, where each person has 5 days a year paid leave that they can use towards whatever they want to learn. Even with this, we found people really needed a nudge to actually use them, so people will need to be encouraged and realise that they can actually use them. A bit of guidance and suggestions from their manager on what to learn also helped, especially if it was going to be practically useful in an upcoming project.

To promote learning and development among your team, you can offer them paid ‘learning leave’ days, encourage them to use them, and guide them on what to learn. You should also consult with your team to understand their needs and preferences, and offer them various learning options.

Everyone on your team will have different goals and expectations. With that in mind, don't start a learning and development plan without talking and listening to your team first! You might realize some team members might benefit from upskilling that you weren't considering. A good place to start is running a quick survey to fully understand what they want and what they'd benefit from. Keep in mind that learning and development come in many shapes and forms: while some might benefit from taking a course, others might prefer visiting a museum, listening to a podcast, reading a book, or attending a meetup.

Work-life balance will mean something different for everyone; that's why it's important to openly and transparently communicate what that means for your company. Once that's done, a few things that can be done are: - Schedule meetings based on your team's needs, preferences, and cultural and religious observances. - Avoid scheduling meetings during lunch time or school drop-off and pick-up times. - Allow everyone on your team to choose whether they want to be on or off-camera for your meetings. - Make sure everyone on your team is taking time off regularly. In short, put your team's physical and mental wellbeing first. Remember, the work can't be done if your team isn't there to do it.

This can be achieved by having less and productive meetings instead of constant overload of invites. For this below is necessary. 1. Having a clear agenda for the meeting 2. Clear deliverables post meeting do that team can work on them without interruption.

Keeping remote and hybrid teams engaged requires a blend of communication, technology, and empathy. Regular virtual check-ins and team meetings help maintain a sense of community and collaboration. Implementing flexible work policies can also boost morale and productivity by accommodating individual work-life balance needs. For instance, a consulting firm might use a combination of weekly Teams meetings for updates, project management software to track progress, and monthly virtual team-building activities to foster a sense of belonging and teamwork. By prioritizing clear communication, leveraging technology for collaboration, recognizing the importance of social interaction, leaders can keep remote and hybrid teams engaged and motivated.

we've seen flexible work hours really boost engagement at Mint Source. it lets people work when they’re most productive, which ups job satisfaction and cuts down on stress and burnout. plus, offering flexibility helps keep employees around longer and makes it easier to attract top talent from anywhere