Forging Stronger Connections in the Era of Hybrid and Remote Teams: An Executive Perspective was originally published on Ivy Exec.
According to Zippia, 74% of American companies already used or planned to implement permanent hybrid work policies.
Another 64% of high-growth companies already used “productivity anywhere” models, meaning employees could work at home or in the office.
Certainly, both employers and employees appreciate this increased flexibility. But it’s important to remember that this is a significant shift in pre-pandemic company culture. Few organizations have completely worked out the kinks.
So, companies are still grappling with how to promote the same “sense of belonging” that existed in offices before the pandemic. This is an important goal. Employees with a sense of belonging had a 56% increase in performance, a 50% increased likelihood of being retained, and a 75% decrease in sick days, according to Novid Parsi of SHRM.
So, what can you do to forge stronger connections with your remote and hybrid teams?
Make sure your team is using video during team meetings.
One of the best ways to build connections among your team is through video meetings and calls.
After years of (too many) meetings, though, some professionals have habitually turned off their videos during calls.
However, black screens make building connections even more difficult.
“Make sure your team knows and understands why video must be turned on for every virtual meeting. These slight changes can help team members maintain attention and engage with each other. Don’t forget to lead by example. Turn on your video at every meeting and prioritize engagement,” said Neal Stanton of the Forbes Technology Council.
Aim to replicate “watercooler moments” for your remote and hybrid teams.
The missing piece for many hybrid and online teams is a personal connection.
This is much easier to achieve in-office, where teams naturally congregate in breakrooms, next to offices, and, yes, by the water cooler.
But building in interactions unrelated to work is an important aspect of forging stronger connections with your remote and hybrid teams.
So, executives can host interactive happy hours, weekly catch-ups, or meetings where leaders and employees just chat without a business-focused agenda.
Stanton recommends organizing randomized meetings between individuals from two different departments.
“Organize video calls between colleagues from different departments to mix things up. One of the best ways we’ve seen this achieved is through monthly lunch meetings, where a rotating roster of managers from different departments join small teams for an informal virtual get-together,” he suggests.
Help team members get to know each other.
Hybrid and remote team members may also feel isolated from one another.
Some may struggle because they don’t have in-person channels for making workplace friends.
So, leaders should be intentional in helping team members build connections with each other. This is especially important if some of your team works completely at home while others have in-office schedules.
Alyson Drobnis for Ivy Exec suggests developing a peer-to-peer coaching program. Give co-workers agendas and problems to solve, and then let them work together.
“This connection method can be extremely successful due to accountability through remote engagement and creating a team atmosphere through collaboration. Team members begin to see their colleagues as a safe source for advice, creating trust among one another,” she says.
Use non-written communications – and let your team know they can do the same.
Remote and hybrid teams use written communications as their go-tos:
- Chatting on online platforms.
- Leaving comments on Google Docs.
- Writing emails…the list could go on and on.
But sometimes, questions or challenges are too complex to hash out in an email back and forth. Or a team member needs a pep talk that doesn’t land via chat.
“When written communications – no matter the platform – are getting confused, heated, or no one knows what’s what, it’s time to acknowledge that fact. Then pick up the phone (or start a video chat) to clear up any written communication frustrations,” suggests FlexJobs’ Robin Madell.
Build opportunities for team members to share their thoughts.
If you don’t share your open-door policy, remote and hybrid teams may not feel they know you well enough to come to you with concerns or ideas.
Software company Highspot virtually replicates a longstanding hourlong lunch program. Each Friday, leaders answer employee-submitted questions during the call. About 350 to 400 of the company’s 500 employees typically attend.
Highspot executives also “set aside two hours during which they are available virtually, and anyone can drop in to chat one-on-one,” says Parsi.
Forging Stronger Connections with Your Remote and Hybrid Teams
If your organization has adopted hybrid or remote work, make sure your community-building practices are keeping pace.
A sense of belonging at work plays a significant role in employees’ motivation and retention.
By implementing these best practices, you’ll be well on your way to building the same strong, collegial relationships you’ve always had with your employees.
