A team often feels burnt out when they get lost in the details or when they feel insufficient recognition for their progress so far. I would create a visual timeline with the team (since the team is remote I can use online collaboration tools), where we mark the kick-off start and write our goals at the end of the line. Then, I would fill the timeline with the employees' past achievements and collectively acknowledge these successes. This method helps the team gain orientation and see the current situation from a bird's-eye view. Additionally, it is motivating to visualize the past achievements and understand what is still needed to reach the final goal/annual goal.

Motivation isn’t about rah-rah speeches or forcing “team bonding” activities. It’s about making sure people have a clear purpose, feel valued, and aren’t drowning in work. Get those right, and your team will stay engaged—even when things get tough.

Working remotely has its perks and drawbacks. There are certain things one can do while they are hiring the team but if the team is already onboard and they are burnt out, consider following points: 1) Always look at the bigger picture and make sure that your team is also looking at it the same way you are. Make them comfortable to provide feedback. 2) Talk to them and see if there is anything that can be done to improve the existing processes. Listen to them, give your feedback and find a way that is mutually beneficial. 3) Involve them in the building process. They may have better ideas to make your offering more feasible to the market. 4) Appreciate the team for their extra efforts. Appreciation has more impact than overtime money.

To reignite motivation in a burnt-out remote team, start by acknowledging their struggles and offering empathy. Encourage open communication, allowing team members to share concerns without fear of judgment. Shift focus to small wins, celebrating milestones to reignite a sense of accomplishment. Reevaluate workloads to ensure balance, and create opportunities for skill development or personal growth. Foster a culture of collaboration, ensuring no one feels isolated. Lastly, offer flexibility in working hours or tasks, letting team members feel more in control and valued.

We have been working remotely in Brazil for several years. What keeps the team motivated is the burning desire to satisfy our customers who help maintain and restore the physical and mental health of their patients. Every line of code written helps someone to provide more and better care. I believe that the notion of the importance of what is produced, for whom and why, combined with the flexibility of hours and the recognition of the work that helps healthcare professionals restore the health of someone on the front line is what keeps everyone excited to this day.