Comment pouvez-vous aider les télétravailleurs à se sentir moins isolés ?

Cuándo era líder en LinkedIn me encantaba organizar y colocar en la agenda de mi equipo una vez por semana los "cafés virtuales". Era un espacio de unos 30 minutos para hablar de cualquier cosa, sería como el equivalente a ese descanso que hacemos para el café en la oficina e intercambiamos ideas con otros colegas pero en versión online.

-Establish a clear communication plan specifically designed for remote workers -The message must be crafted in such way a that makes them feel that they are important and valued -Keep constant communication with them and encourage feedback from them -Periodic awarding of good performance by remote workers is could have a significant impact -Create a WhatsApp group platform to maintain constant communication -Encourage them to deposit their ideas into the WhatsApp group

Completely virtual meetings are preferable to hybrid meetings, because there's no way to ensure virtual employees are having an equal experience. Also, building in times for non-work related connection is critical. If all interactions are transactional, there can be no sense of belonging.

One way to help remote workers feel less isolated is to re-create onsite events in a virtual format. For example, if your company has a Holiday Party, have a virtual one too where everyone can participate. Another way is to make onsite services available for remote workers. For example, if there is an onsite gym, offer a 30 day free gym membership to remote workers or offer virtual fitness classes they could attend.

The goal is to not become disconnect from the world around you although you work from home or an untraditional work space. I would encourage during breaks and periods of mobility get out walk become engaged with the environment around you. It help to not be consumed by the same space and walls each and everyday enjoy the sunlight, people passing by, and nature around you to keep you grounded.

Wellness workshops and story telling sessions can provide uplifting feelings for employees at home and away from the office. The connection of community is what I personally focus on.

Online events are the virtual equivalent of office parties or team outings. Organize regular virtual get-togethers like themed happy hours, online game nights, or talent shows. These events are vital in creating a fun, inclusive atmosphere that transcends physical distances. They provide an opportunity for remote workers to unwind, laugh together, and connect on a more personal level, much like traditional office celebrations.

If you have weekly team zoom meetings the focus should be on wins ( personal and professional) , identifying exciting things to look out for in the next week and gratitude for colleagues who have made a difference, there is plenty of time for targeted meetings with the relevant people to deal with issues, problems etc.

Recognition in a remote setting is as crucial as applause on a stage. Regularly acknowledging achievements, milestones, and contributions of remote workers can significantly boost morale. Utilize virtual shout-outs, e-cards, or online award ceremonies to celebrate successes. Personalized gestures of appreciation show remote workers they are valued and visible, counteracting feelings of isolation and disconnect.

I've implemented a the weekly appreciation ritual to my clients. This is where team members come together to shine a spotlight on the outstanding qualities of their colleagues. Picture this: awards for the "Best Fun Person," the "Top Collaborator," the "Most Supportive," the "Social Dynamo," the "Ultimate Team Player," the "Top Voice," the "Master Questioner," the "Cheerleader Extraordinaire," and the "Inspiration Maestro." These awards are bestowed based on the diverse archetypes of an exemplary team player. Now, here's the magic – the criteria for these accolades are grounded in the real-life actions observed during the previous week or month. It's not just about potential; it's about recognizing and celebrating actual contributions.

Creating and cultivating pods of peers is a great way to decrease feelings of isolation. For additional impact these pods can be reorganized every 6-12 months. Additionally by encouraging connections across business divisions people can strengthen bonds with colleagues with whom they do not work and solidify a sense of overall belonging within the organization. Finally, hosting 1 or 2 opportunities per year for in-person connections is key!

Mentoring is a really powerful tool that can work really well remotely but it does require initial work to set up appropriate Frameworks. Potential mentors should be trained to understand their role, how to set and communicate appropriate boundaries and there should be a support network. Potential mentees should be provided with some background info on what mentoring is so they understand what a mentor does and does not do so that expectations are managed

Foster a culture where peer support and mentoring thrive. Pair up remote employees for virtual coffee chats or mentorship sessions. This creates a supportive network, much like the buddy system in a new job environment. Such connections ensure remote workers have someone to turn to for advice, share concerns, or simply chat, creating a tight-knit virtual team environment.

Promoting a regime of self care like taking walks, having downtime, taking breaks away from devices can all help. It can be further enhanced with accountability buddies from the workplace, to create a sense of camaraderie.

While working remotely it's easy to lose track of time put into work and neglecting your own health. What I've found useful is to take frequent breaks, spend some time for personal activities and interests during the day, and take walks during the day. Whatever feels right just to get away from the monitor for a while. Pomodoro technique is quite useful to track that, but personally it didn't quite work for me.

Everyone brings unique experiences and points of view to a team. Let those remote employees lead a meeting, cross-train team members, and present on a project or area they know. While they might not be physically in your office, you can pull them in and vice versa. Set KPIs and idea-sharing for them - let them come back and train up or across so they are participating and engaging. Also, set a consistent date and time to have an update with you - and keep it. You used to call home when you moved away and call your employees to talk. Communication is key in keeping that shared sense of mission alive.

Cultivating a shared purpose and clear vision is akin to rallying a team before a big game. Communicate company goals and how each role contributes to the bigger picture. Regular virtual town halls and team meetings can reinforce this sense of purpose. When remote workers understand the impact of their work, it fosters a collective drive and a sense of being part of something larger than themselves, counteracting feelings of isolation.

Creating a culture to make remote workers feel like their part of a community must be intentional. During online meetings, have connecting questions or activities aligned with the company culture and/ or how you want to build relationships on teams. Create norms for online meetings that enable engagement like an in-person meeting (i.e. cameras on, introductions, meeting roles that rotate, etc.). Team building and professional training helps to close communication gaps. Providing opportunities for training could help workers better articulate their needs and help you in leadership get better at creating a safe environment that workers want to engage in.

Considerar a criação de eventos em equipe mesmo que remoto com atividades interativas, para engajar o time, com dinâmicas para que possam se sentir mais unidos e que assim o pertencimento e o senso cultural e de valorização da empresa seja cada vez mais importante. Aceitar dicas da equipe e construir o evento juntos. E pensar em um evento anual para conseguir uni-los de forma presencial e estruturar mais ainda o espirito de equipe.

Maintain your remote team's enthusiasm by establishing specific goals for both company and personal (know it). Promote open communication, set the questions and initiation culture, and acknowledge their hard work with both financial and non-monetary rewards. Given our natural inclination, people tend to become bored when repeating the same tasks daily. Inject variety to keep the work engaging and enjoyable for your team. All the best !