What are the best practices for celebrating and rewarding remote or hybrid teams?

Celebrating success is really the foundation of high-performing teams. 🌟 Adapting to remote and hybrid teams means rethinking celebrations and rewards. First, make it personal. Recognize each team member in a way that feels special to them. Use digital tools for fun - like virtual parties or online awards. Give rewards that matter and you have allowance to. Keep praising regularly and openly, so everyone feels valued and part of the team. In this new work world, feeling connected and appreciated matters more than ever. 🚀👥

Celebrar o sucesso é realmente a base de equipes de alto desempenho. Adaptar-se a equipes remotas e híbridas significa repensar celebrações e recompensas. Primeiro, torne-o pessoal. Reconheça cada membro da equipe de uma forma que pareça especial para eles. Use ferramentas digitais para se divertir - como festas virtuais ou prêmios online. Dê recompensas que importam e você tem mesada. Continue elogiando regularmente e abertamente, para que todos se sintam valorizados e parte da equipe. Neste novo mundo do trabalho, sentir-se conectado e valorizado importa mais do que nunca.

I don't believe the principles are different for remote or hybrid teams. While setting clear and measurable goals is important, I think what potentially trumps this is measuring inputs (the right behaviours) rather than outcomes. And before I'm howled down for not being focused on results, the fact is that the best teams set goals, but then focus on the 'how' not the 'what'. Celebrate the behaviours / actions that move the dial on performance and/or health in your context. For example, if you want an innovative team culture, then celebrate failures. If you want a team that consistently performs well, then celebrate the successful implementation of big and small things.

Celebrating and rewarding remote or hybrid teams effectively involves a mix of virtual and physical gestures. Best practices include hosting virtual team parties or happy hours, sending personalized gifts or digital vouchers, organizing online games or competitions, recognizing achievements publicly on company communication channels, offering flexible work arrangements or extra time off, and providing professional development opportunities. Tailoring rewards to individual preferences and maintaining open communication about recognition criteria ensures inclusivity and motivation across diverse team setups.

Distance is usually the main barrier for recognition to have the impact it deserves. Something highly recommended is to involve the participants, turning the virtual sessions into close, participatory and "warm" ones. It is really useful to create a program, game or challenge that keeps the team linked and encourages participation over time, so the recognition will be more valued by both the winners and other team members.

Entenda o que motiva cada membro da equipe. Alguns podem preferir o reconhecimento público, outros podem apreciar cartões-presente, assinaturas (como livros, música ou serviços de streaming) ou até mesmo tempo extra de folga. Adaptar as recompensas às preferências individuais pode torná-las mais significativas.

Selecting rewards that are meaningful and relevant to team members is crucial to keep them motivated and engaged. Remote or hybrid teams may have unique preferences and challenges, so it's essential to tailor rewards accordingly. Flexible work hours, learning opportunities, wellness programs, and personalized gifts are great options. Asking team members for feedback and suggestions can help you understand what rewards they would appreciate and enjoy. It demonstrates that you value their input and want to make the reward system as effective as possible. Overall, providing customized and relevant rewards can help foster a positive team culture and increase productivity and satisfaction.

Understand what motivates each team member. Some might prefer public recognition, others might appreciate gift cards, subscriptions (like for books, music, or streaming services), or even extra time off. Tailoring rewards to individual preferences can make them more meaningful.

Gift giving isn’t just for holidays or special occasions. Gift-giving can enhance employees’ productivity and motivation, help build stronger relationships, and boost overall morale. Not only that, most employees are more likely to be loyal and continue working for a company that provides gifts. Don’t just send anything, put some thought into the gifts–send gifts that are meaningful and personal such as physical cards, letters, or swag packages.

É ótimo criar uma tradição de reuniões virtuais semanais ou quinzenais onde os membros da equipe são reconhecidos por suas conquistas. Esse reconhecimento regular pode aumentar o moral e manter a equipe conectada. Além disso, você pode compilar um boletim informativo mensal mostrando as conquistas da equipe, marcos e quaisquer notícias pessoais que os membros da equipe desejem compartilhar. É uma ótima maneira de manter todos conectados e informados.

One thing I have found helpful is to mark my calendar the 1st and 3rd Friday each month. Easy to do with Outlook reoccurring reminder to reflect on any direct or indirect person that helped me move my priorities forward. A simple email is all its takes and they will remember your gratitude.

It's great to create a tradition of weekly or bi-weekly virtual meetings where team members are recognized for their achievements. This regular acknowledgment can boost morale and keep the team connected. And, you can compile a monthly newsletter showcasing team achievements, milestones, and any personal news team members wish to share. It’s a great way to keep everyone connected and informed.

Being available for remote team members can sometimes prove to be a logistical challenge. Rather than calling an impromptu meeting in the office, managing remote employees across different time zones requires a little more thoughtfulness. To overcome this challenge, set expectations for when your team members can expect you to be available to them, and vice versa. Let’s face it, no one loves 7am or 5pm meetings, so it’s key to be mindful of time differences and act accordingly.

Pense fora da caixa: Desafios de Aventura: Organize uma gincana online ou um desafio de escape room. Trata-se de promover o trabalho em equipe e a resolução de problemas deforma divertida. Caixas de recompensa personalizadas: Crie caixas de presente personalizadas com base em interesses ou conquistas individuais. Faça uma surpresa que mostre que você prestou atenção no que os faz funcionar. Experiências de Desenvolvimento de Habilidades: Em vez de bônus, ofereça experiências de aprendizado. Por exemplo, workshops de fotografia on-line ou assinaturas de aprendizagem de idiomas. Recompense-os com crescimento. Crie experiências compartilhadas e toques que diminuam a distância. Faça com que sua equipe se sinta valorizada.

To celebrate remote or hybrid teams, think outside the box: Virtual Adventure Challenges: Arrange an online scavenger hunt or escape room challenge. It's about fostering teamwork and problem-solving in a fun way. Personalised Reward Boxes: Curate custom gift boxes based on individual interests or achievements. Make it a surprise that shows you've paid attention to what makes them tick. Skill-Building Experiences: Instead of bonuses, offer unique learning experiences. E.g. virtual cooking classes with a chef, online photography workshops, or language learning subscriptions. Reward them with growth. Create shared experiences and personal touches that bridge the physical distance. Make your team feel valued in ways they'll never forget.

Even remote teams need to participate in team building. Virtual team building refers to bringing team members together to complete activities, share skills or experiences, attend virtual events, or enjoy others’ company. Virtual team-building strengthens the bond of the team and boosts employee morale. Whether you’re playing a trivia game, asking one another interesting icebreaker questions, or having a virtual lunch together, taking time to socialize with remote team members can make them feel more connected and energized.

Na minha experiência, a implementação de um sistema de reconhecimento ponto a ponto onde os membros da equipe podem reconhecer as conquistas uns dos outros promove uma cultura de valorização em todos os níveis. E personalize os agradecimentos o máximo possível. Uma nota manuscrita, uma mensagem de vídeo personalizada ou mencionar conquistas específicas podem fazer com que os membros da equipe se sintam verdadeiramente valorizados.

In my experience, implementing a peer-to-peer recognition system where team members can acknowledge each other's achievements fosters a culture of appreciation across all levels. And, personalize acknowledgments as much as possible. A handwritten note, a personalized video message, or mentioning specific achievements can make team members feel truly valued.

Employees like working for a company that’s open about their current state and plans. Being transparent with your employees will help them trust you more and limit panic, speculation, and hysteria during times of crisis. For example, the COVID-19 pandemic has led to a lot of uncertainty in businesses worldwide. This, in turn, has caused many workers to stress and burn out. Also be yourself around your team. In return they will respect your more

Quiero compartir dos herramientas de Management 3.0 para este fin: Celebration Grid y Kudos. - Celebration Grid: herramienta que se utiliza para reflexionar sobre prácticas y comportamientos del equipo, permitiendo al equipo discutir y clasificarlos en: experimentos, éxitos y errores. Es útil para celebrar los avances del equipo, aprender de sus errores y acordar experimentos futuros. - Kudos: son tarjetas que permiten democratizar el reconocimiento y celebrar a miembros del equipo por su contribución. Aumentan la motivación del equipo, la gratitud y refuerza la confianza. Ambas herramientas son muy útiles en equipos virtuales o híbridos, ya que pueden aplicarse en pizarras colaborativas e incluso trabajarse en asíncrono.

Having a job that allows you to work from anywhere is a huge advantage, but positive work culture is just as crucial for remote workers as on-site or hybrid workers. If you’re currently struggling with your experience, assess whether or not there is anything you can do to improve the situation (such as connecting with your coworkers more regularly) for yourself. Remember, intentionality is the only way to create a positive remote work culture.