Co-Founder & CEO at HawkSEM, helping brands “crush it” through ROI-focused, results-driven digital marketing programs for over 12 years.
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As the pandemic persists to varying degrees across the globe, more and more companies are embracing a new kind of workplace. Namely, they’re either pivoting to a hybrid model (wherein employees work in the office part-time in shifts and at home), going remote through the end of 2021 or scrapping their office spaces altogether.
While this is a new frontier for many businesses, others (like mine) have been remote for years. It can be overwhelming to pivot your in-person strategies and processes to a remote model, but it can be done successfully — even creating a better, more productive team in the process. Keep reading to find out how.
1. Consider pairing veterans with new team members.
When you’re new to an all-remote team, it can be difficult to get to know your coworkers in the same way you might if you were face to face. That’s why some companies opt for a “buddy” program, wherein a more tenured employee is tasked with acclimating the new hire.
Buddies can set up a virtual camera-on meeting to get to know one another and give the new employee the opportunity to ask questions about processes, culture and the like. From there, the veteran “buddy” can act as a go-to resource when the person has a question in those first few weeks or months. They can also set a few reminders to check in with the newer employee to make sure they feel comfortable and included in the team dynamic.
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When you’re building a team that spans the country or even the globe, these seemingly small gestures can go a long way in making someone feel welcome.
2. Have a dedicated communication platform.
Much like the break room of an in-person office, it’s good to establish an online meeting space where team members can go to mingle, chat and share resources. Often, this is a program like Slack or Microsoft Teams.
Leveraging an application versus a website you keep open on a browser tab all day makes it easier to use and manage. Plus, these apps often have plenty of customizable settings, such as desktop notifications, statuses (so you can let others know when you’re at lunch or on a call) and fun features like emojis, GIF keyboards and the option to create multiple “channels” to discuss more specific work projects or hobbies.
3. Encourage non-work-related banter.
Speaking of those additional channels you can create on platforms like Slack, this is a great opportunity to allow team members to bond over non-work-related interests. At our company, we have channels dedicated to things like fantasy sports, pets, gardening, parenting, cooking, and more.
Worried these side convos might affect productivity? Think about all the distractions an in-person office offers — from hallway chats to long lunches — that you miss out on by being virtual. As long as deadlines are being met and goals are being reached, there’s no harm in swapping photos of dogs and your latest garden blooms here and there.
4. Meet ‘face-to-face’ when possible.
This may be controversial, but I sit squarely in the “camera on” side of the fence when it comes to meetings. Not because I expect everyone to sit in their home offices fully dressed in their business attire, but because it helps foster that feeling of connection, which I find to be key for all-remote teams.
I lead by example by keeping my camera on, even if others choose to leave theirs off. I try not to be a stickler about it because some people work in dimly lit areas or don’t want to be seen right then and there for whatever reason, but I hope that by showing my face, it encourages others to do the same.
5. Schedule post-project chats.
Sometimes macabrely called “post-mortems,” scheduling time to reflect on a completed project with your team can bring about a ton of worthwhile benefits. While it may be tempting to keep charging ahead to the next item on the to-do list, post-project chats help everyone pinpoint what went well, what didn’t, and how to best move forward.
If you want, you can keep things on task by structuring the meeting flow in the above way: the good, the bad and the changes to make next time. This doesn’t just have to be for a completed project — it can happen after a client or employee leaves, when you conduct a partnership or some other big-deal event takes place at your company.
Not only does this make your team feel heard, but it can also help prevent you from repeating fixable mistakes.
6. Find creative bonding opportunities.
Just because a team is remote doesn’t mean there aren’t plenty of ways to have fun together. Sure, it may be hard to find a time (across varying regions) where everyone can log on for an after-hours game night. But consider offering low-key activities that repeat, such as a monthly Zoom happy hour or sports brackets.
Last holiday season, we coordinated a team-wide Secret Santa. Those who opted into participating chose a name out of a virtual hat via a website, then purchased an item based on a questionnaire everyone filled out about their hobbies and interests. Not only was it a nice treat for the end of the year, but it helped coworkers get to know one another better.
The Takeaway
There’s no use trying to replicate an in-office environment online. Rather, focus on how you can leverage the benefits and tools that are readily available for remote teams to foster that camaraderie.
By prioritizing communication, injecting some fun into the workday and doing what you can to connect remote employees to one another, you’ll be able to build a remote team that thrives, no matter their time zone.
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Author: Sam Yadegar, Forbes Councils Member
