Wie können Sie Remote-Teammitglieder dazu ermutigen, Pausen einzulegen?

I have always believed that leadership by example is one of the most impactful ways to lead, and this topic is no different. I like to use status messages and icons in Slack each day to let my team (and everyone else) know when I am on a quick "brain break" 🧠 or "lunch" 🥗. I think this shows that it is okay to step away from the keyboard from time to time and is encouraged. It also shows them that I am serious and 100% OK with it when I tell them to "take a quick break" or occasionally "log off early today."

Start your meeting in a surprising way - by giving everyone a 5-8 minutes break for getting coffee, snack or just walking around. It is often easier to follow example so when I get myself a cup of tea and drink it in front of the camera, I at the same time empower team members to do it as well. Leading by example, no matter if it’s something small or large, work here as well.

As a leader, I aim to lead by example, incorporating breaks into my own routine and emphasizing their positive impact on both focus and productivity. I regularly convey to our team that taking breaks is not only acceptable but actively encouraged for maintaining mental and physical well-being. Flexibility is at the core of our approach, allowing team members to schedule breaks according to their individual preferences and energy levels. To support my team's well-being, I provide resources on the benefits of breaks, stress reduction techniques, and maintaining a healthy work-life balance. Engaging activities, wellness challenges, and virtual break rooms are some of the initiatives aimed at making breaks both enjoyable and beneficial.

In fostering a healthy remote work culture, lead by example when it comes to taking breaks. Prioritize self-care by openly communicating about your own breaks, emphasizing the importance of stepping away from the screen, and encouraging team members to do the same. By demonstrating a balanced approach to work and breaks, you inspire a collective mindset that values well-being, ultimately contributing to a more productive and energized remote team.

One policy that keeps teams in work-life balance is "no contact between the sixes" which means do not work between 6 pm Chicago time and 6 am Chicago time. This becomes a team policy from the manager, with the expectation that no messaging will happen for those 12 hours and no work is expected to be performed. During the workday, I recommend pre-scheduling a morning break and afternoon break as well as a lunch hour. Treat these like any other meeting in your day to avoid burnout.

Absolutely agree! Establishing clear boundaries is crucial for a well-functioning remote team. It not only prevents confusion and stress but also promotes a healthy work-life balance. Setting core hours and respecting time zones demonstrate a commitment to teamwork, fostering an environment where everyone can contribute effectively. Utilizing tools like calendars and status updates further enhances communication and ensures everyone is on the same page. A structured approach to boundaries goes a long way in maintaining focus, productivity, and the overall well-being of the team.

In my experience, it's difficult for some remote workers to have a hard stop at the end of their day. Setting a boundary of "I'm done working now" is very important. Closure rituals: Wind down for the last 30 minutes of the day by updating a task list. Cross off what’s accomplished and add tomorrow’s goals in detail. Send yourself a meeting invite for this half-hour of transition time. A team could hold a 15-minute video-call to end the day and mark progress, while wishing each other a good evening. Job-seekers can use this time to update their call sheet and targets. If it’s still difficult to sign off, try setting electronic device alarms as cues for the same hard stop each day.

I find it quite challenging with the ICT revolutionary advances over the past decades trying to totally separate one's work life from one's private (or family) life considering the fact of inevitable penetration of different and rising numbers of social media networks. Nevertheless, there is a dire need to establish such boundaries with strict old-fashioned working versus break hours which are healthier and would ultimately produce more focused and more articulate deliverables. An important benefit would be addressing the rising epidemic of burnout at work that was reported in several professions, especially in our field of medicine and healthcare that was obvious during the COVID-19 pandemic. Team leaders should set examples as well!

The simplest way to encourage breaks is to make the instruction explicit. Incorporate visual cues on the daily schedule that explicitly detail the time and length of the break.

Build team rituals that incorporate breaks. Pre-Covid, there often were coffee breaks mid-morning in the office. The same method can occur remotely. Just like Big Ben in London tolls every hour, team members could get a "ping" that reminds them to look away from their computer, stretch, and hydrate. A wellness message could be sent out, not a preachy sermon but a supportive "we care about you."

As part of our company culture, in our initial training, we go over different time management techniques, encouraging everyone to try out what works best for them. This way, we ensure productivity and a work atmosphere that cares about each team member's well-being.

During challenging work periods, I intentionally schedule daily hard stops to shift my focus to different activities, allowing me to refresh, find inspiration, and make a positive impact in other areas of life. This practice prevents feelings of devastation and fosters a sense of fulfillment, reinforcing the idea that giving a substantial effort in one domain can be balanced by receiving in another. By sharing this approach with the team, it sets a compelling example, encouraging a holistic perspective on work-life balance and emphasizing the importance of rejuvenation for sustained productivity.

We hold weekly team meetings primarily for socializing. One of the team members would host and choose the topic they like the most. We would play games online, talk about our vacations or holiday´s plans, and the only rule is that discussing work is strictly off-limits :). Additionally, we schedule one-on-one sessions towards the end of their shifts so we would ask our team members what day they´d prefer and we highlight that One-on-one sessions are designed for catching up on personal matters, discussing studies, addressing challenges, and inquiring about any additional support needed from the company to succeed in their role, in this sense this allows them to relax and a have a smooth transition into their personal lives.

Not only should you reward when there is a good balance, but if you are giving a person so much work that there is NO way for them to work a "normal day" based on the workload they are given, coupled with how performance and bonus is awarded. If a staff can not get rewarded without working round the clock, your messages are mixed and this is not fair or motivating an employee not only to have time to themselves but to want to remain with your organziation.

One thing I've found helpful is reward employees with tangibles for accomplishing a new behavior. To reinforce the positive impact of taking breaks, hold a drawing for a gift card for groceries or gas. Swag items carrying company logos also make an impactful drawing prize. Celebration of wins should occur each week. When goals are completed, by a team or by an individual job-seeker, applaud the win. Even if it’s just a victory lap around the block, take it. Every step forward is a triumph. On the flip side, if a goal wasn’t reached, acknowledge extra challenges at this time and come up with a solid Plan B.

In my experience as a remote worker, I've seen many people struggle to set a hard stop to their workday. Meaningful replacement: Looking forward to a fun activity at the end of the work shift adds incentive to stick to a hard stop. Change the day by changing the dynamic at the set time. Turn on the TV to hear theme music to a favorite show. Place broken-in running shoes prominently near the door. Invite your child to show up with your dog to take a walk. Order food delivery for the end of the workday so it’s ready when you are. These external signs are visual cues and rewards for putting in a full day.