Pandemic restrictions may be over, for the most part, but virtual working is clearly here to stay. According to research by Kastle, office occupancy rates are still at just 43% of pre-Covid levels. Many employees have embraced hybrid working, but others have made the permanent leap to working mainly from home.
For leaders, this presents a problem. Keeping team members connected, engaged, and motivated is a vital part of ensuring good performance. But when you rarely see members of your team in person, it is much harder to keep an eye on their morale.
Remote working does have its benefits. Many people report that working from home has actually made them more productive. Those with caring responsibilities find it easier to manage their life-work balance. And forcing people back into the office may mean you lose loyal staff — research by McKinsey & Company reveals that around a third of employees would be likely to switch jobs if they had to go back to the office full-time.
All this means is that today’s managers need to add a new skill to their toolkit — the ability to keep staff members engaged and motivated while working from home. In this article, we suggest some simple ways you can stay connected to your remote employees and help them feel part of the team.
1. Schedule Regular Team Catch-Ups
Staff members who work mainly from home will miss out on face-to-face time with their colleagues, especially if part of the team still comes into the office. They are also more cut off from the flow of information, meaning they may not always hear important company news or relevant updates.
Scheduling regular online meetings can go some way to making sure everyone feels part of the same club. Use these as a chance for everyone to share their current priorities and leave time for brainstorming and idea gathering too.
2. Establish Hybrid Meeting Etiquette
Even if many of your employees are coming into the office regularly, consider the needs of your remote workers whenever you schedule a meeting or catch-up.
Technology has made hybrid meetings smoother than they were, but it can still be tempting to prioritize the people in the room with you and not give those joining online as much airtime. Avoid falling into this trap by establishing a strong hybrid meeting etiquette.
For example, you could ask in-person participants to raise their hands before speaking, just like virtual participants. You can also encourage virtual attendees to turn on their video feeds, which makes it easier to communicate.
Investing in appropriate technology can make a big difference too. Good audio is vital for hybrid meetings, as is making sure all remote workers have access to decent microphones and cameras.
3. Chat One-to-One
When everyone is in the same space, it is easier for leaders to casually touch base with their employees and check that all is well. Those impromptu opportunities don’t come up so naturally when people are working remotely, so you’ll need to be more intentional about staying in touch.
One easy way to do this is to make it a habit to call instead of emailing when you have a quick question for a staff member. This allows you to check-in with them regularly without it feeling like a formal process.
You should also schedule more structured one-to-ones with remote workers. How frequently you do this will depend on how many employees you have, their workload, and the degree of input they need from you.
Give control of part of this time to your employee. Give them a chance to raise any issues, ask questions, and get your feedback. Listening to their concerns and queries will help build their trust in you as their manager and ensure you hear about any problems early.
4. Make Time for Small Talk
When your days are packed and busy, taking the time for small talk can feel like a luxury. However, it is worth taking a few minutes at the beginning or end of every phone call and online meeting to catch up on people’s lives outside of work.
Not only will this help you bond with your employees and build team cohesion, but it also means you’ll be aware if remote team members are struggling.
No matter how professional your reports are, stress and change in their personal lives will impact their work. Knowing what is going on for them means you can support them better and help them prioritize their wellbeing.
5. Encourage Virtual Mingling
According to research published in the International Journal of Environmental Research and Public Health, one of the biggest disadvantages of working from home is not getting to spend time with colleagues.
Team bonding is vital to building a cohesive and productive team. But if some employees are rarely physically present in the office, those casual watercooler conversations that build friendships can’t happen.
Fortunately, technology can help keep remote workers connected to the rest of the team. As a manager, your role is to lead the way by establishing opportunities for virtual mingling and team building.
Online book clubs, fantasy sports leagues, step challenges, bake-offs — there are plenty of fun activities that employees can join, no matter where they are based. If you use Slack or another similar tool, you can also create dedicated non-work channels where staff members can chat and get to know their colleagues.
Make sure to take part in these mingling opportunities yourself. While peer-to-peer bonding is important, you also want to make sure you are visible and accessible. Showing your human side helps remote workers get to know you better, building their trust and sense of connection.
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The way we work has changed in the last few years – for better or worse. The best leaders recognize that flexible and remote working practices are here to stay and are ready to adapt their management styles to suit this new challenge.
Making sure your remote employees feel as valued and connected as those who work in the office might take some extra planning. With a little thought and some help from technology, your team can stay connected and engaged.