What do you do if your remote team lacks a sense of community?

Building a strong sense of community is absolutely necessary for remote change management teams, as they often deal with complex projects and need to collaborate a lot. Here are some things that can foster a sense of community in your remote team: -Prioritize Communication -Regular connects (preferably video interactions) -Encourage Informal Interaction -Conduct Team Building Activities that aren't boring -Celebrate Milestones and Achievements -Provide opportunities to lead

Humans need social interaction to connect and build community. You can do this through team building activities. These can be done during regular meetings and should involve both playful and thoughtful elements where people can share a bit about themselves and learn more about others. Something even as easy as an ice breaker question or a brief collaborative activity during the meeting based on the meeting topic can help your team members interact socially. Over time, this can connect them in ways that not only build community, but can also improve their productivity.

If your remote team lacks a sense of community, it's essential to proactively foster connections and build rapport among team members. Encourage regular virtual team meetings or check-ins to create opportunities for casual interactions and relationship-building. Implement team-building activities or initiatives that promote collaboration and camaraderie, such as virtual coffee breaks, online games, or shared interest groups. Facilitate communication channels for non-work-related conversations to strengthen personal connections. Recognize and celebrate team achievements and milestones to reinforce a sense of belonging and shared purpose. Encourage empathy and support among team members by promoting a culture of transparency and trust

Find a mix of team and personal meetings. A daily short team meeting is useful to unblock issues and direct work. Replace the concept of "reporting" by "sharing", which is more horizontal, and encourages collaboration rather than vertical management.

I ask my team to fulfill a requirement by self-organizing the work. They can choose to work in groups to solve a problem, split tasks, or take different roles. At the end I just ask them to present the results and give feedback about how was the experience. Finally, I hold private meetings so they can feel comfortable to express any challenge they faced in the team.

It is said that one of the greatest factors in the success of our species is our ability to harness the power of collectiveness - the power of building a team. Building a team, even remotely, means that people share a purpose and are striving to achieve the same goals. Part of that success is dependent on individuals doing their best work, and part of that involves our fundamental need to be part of something bigger than ourselves. We crave the emotional, psychological and physical benefits that being part of a team provide. Without that feeling of belonging, we can quite simply fail.

These activities promote team bonding, boost morale, and improve collaboration in virtual work environments. Tailor activities to suit your team's interests, preferences, and work culture for maximum engagement and effectiveness. To name a few: • Virtual Coffee Breaks • Online Games • Virtual Lunch or Happy Hour • Team Challenges: Create team challenges or competitions that require collaboration and problem-solving skills, such as completing a project within a time limit or solving a complex puzzle • Workshops and Training: • Online Icebreakers: • Virtual Tours: •Peer Recognition: Acknowledge and appreciate each other's contributions publicly during meetings or in dedicated channels. • Volunteer or Charity Activities: • Book or Movie Clubs

Boredom sparks creativity, they say. True. If I remember the lockdown days, we all wanted to do something exciting and connect with others, while being confined in our homes. It is important to gauge what kind of activity would best work with each group and how 'playful' people feel. There are different types of activities that can create a sense of connection between participants. For example, sharing a wellbeing moment, to raise awareness on a health-related topic, can encourage people to open up and share personal experiences. Another example is a virtual scavenger hunt, where people bring items from around their house e.g. a family photo, a book, their favourite mug or even a pet :)

What to communicate is important; When to communicate is key; How to communicate is everything. Communication is fundamental in every aspect of life, especially when you are transforming habits. Managing change relies heavily on effective communication. Being transparent doesn't mean telling everything; it means genuinely caring for the feelings of the team and consistently involving them in some way or another. Even small gestures can foster transparency and build a climate of trust that will lead to engagement.

Communication is the key, and who we communicate with is the lock. Together, they unlock the door to the community. Provide your team with opportunities for organic and natural conversations. Establish a virtual meeting room where individuals can take breaks and lunches, facilitating spontaneous interactions. Encourage people to sign up for coffee breaks with colleagues they haven't met. Regularly have cross-departmental training and interactions. I recommend organizing in-person events for teams in specific areas; for example, if you have ten associates in Dallas, plan an event to bond outside their usual daily interactions with co-workers. Let's be honest: the breakroom is often the best part of onsite work, so create a virtual one.

Culture eats strategy for breakfast. When Peter Drucker said this he realised that culture is more important than anything else. Remote working needs trust in the culture. A great culture comes from great leaders & managers

Autonomy is paramount within remote teams as it fosters a sense of trust, ownership, and empowerment among team members. There was a false belief that remote work was not productive just because there was no visibility; but this is far from the truth. And I hope none shares this opinion anymore. In a virtual environment, individuals need the freedom to make decisions and manage their tasks independently. This autonomy enables team members to tailor their work to suit their unique preferences and strengths. Moreover, autonomy instils a sense of accountability, as individuals take ownership of their responsibilities and strive to meet objectives without constant supervision.

Nothing in the virtual world will replace the full experience of a physical meeting. Dedicate a budget to an internal event where people can meet in-person. One meeting a year can be enough to know each other. This experience will last a lifetime and will empower people to interact later in the virtual space.

Fostering a vibrant remote team culture requires a multi-pronged approach. It’s an ever ongoing activity which requires participation from everyone involved. In my opinion Communication is key:establish clear channels for work, but also create spaces for casual interaction, like virtual coffee chats or social channels. Team bonding is essential: plan virtual games, co-working sessions across time zones, or celebrate wins together online. But it goes deeper.Recognition programs for individual contributions further strengthen the sense of community.By addressing both practical communication and fostering a sense of belonging, we can build a strong remote team.