How to Make Remote Teams Work

As remote work becomes more common, organizations and their employees must learn to navigate the unique challenges that come with working from a distance. Two significant challenges stand out: helping employees effectively perform their tasks and fostering a sense of belonging among remote workers. If leaders fail to address these challenges, building effective and efficient remote teams may be difficult. This post will explore strategies for team building in remote work environments, focusing on training, and belonging, two critical areas that require an elevated level of intentionality.

Learning and Development: Building Skills in Remote Work Teams

One of the primary challenges in remote work is giving employees opportunities to learn and grow, whether they are new hires or experienced team members. Research in neuroscience and cognitive psychology suggests that humans often learn by observing and imitating others. Think of a two-year-old child watching a parent shave and then mimicking their movements not because they understand what shaving accomplishes but instead to create the roots of understanding. As a species, we learn by imitation. In an office, at times, employees can watch colleagues and learn by doing. However, when working remotely, this organic learning can be harder to accomplish.

To bridge this gap, organizations may need to think creatively about their training approaches. Offering online learning programs that use digital tools can help. Employees may watch instructional videos and participate in simulations that allow them to practice actual tasks. Additionally, mentorship programs—where new employees can virtually shadow experienced colleagues—may encourage learning and make up for the lack of in-person observation.

Cross-departmental collaboration on projects can also help replicate an office-like learning environment. This allows remote workers to ask questions and receive immediate feedback, fostering a sense of shared learning. In cases where tensions arise, involving a mediator with conflict resolution experience may help facilitate smooth collaboration. If your organization is dealing with more complex issues seeking business dispute resolution, check out this article on why bringing in an external conflict resolution professional can be beneficial.

Building Belonging: How to Motivate Teams Working Remotely

The second key challenge for remote teams is fostering a sense of belonging. In a traditional office setting, employees can bond during coffee breaks or informal conversations. Still, for remote teams, these opportunities are limited – leading to the need to reevaluate how employees can engage with one another. A sense of belonging is important to make a workplace thrive. As Stanford psychology professor Geoffrey Cohen points out in his book Belonging, when people feel disconnected, it may negatively affect their performance and how they perceive others.

So, how can companies build a sense of belonging among and between remote teams? Start by scheduling regular virtual events, remote team-building activities or social hours that focus on non-work topics. These could be virtual coffee chats, happy hours, or team games. Assigning team members specific roles related to fostering team bonding, such as organizing social events, may also strengthen connections and improve team dynamics.

However, it’s crucial that these events don’t feel like a burden. Companies should make sure social activities are part of the workday, not something employees need to "make up for" later. That way, the activities contribute to team morale without adding stress. In more challenging situations, such as when conflicts arise, businesses may find it helpful to seek out a conflict resolution professional to assist teams in aligning with company goals.

(A Few) Best Practices for Building an Effective Remote Team

Building and maintaining an effective remote team requires the design and deployment of intentional strategies. Here are some best practices to consider:

• Offer onboarding and ongoing training: Make use of online learning modules in your onboarding process to provide employees with tools that may help them succeed. Ongoing training should also be available to help employees continue developing their skills. Interactive tools can make learning more engaging.
• Create opportunities for team cohesion: Schedule regular check-ins and collaborative projects that bring remote employees together. Encouraging open communication and promoting team engagement may help create a more cohesive team, even across locations.
• Foster inclusivity and belonging: Promote an organizational culture that values inclusivity and diversity. Inclusive strategies may help every employee, no matter where they are located, feel like a vital part of the team. Mentorship programs can also help foster a sense of connection and shared learning.
• Build trust and autonomy: Remote work provides employees with flexibility, but it requires trust. Leaders should trust their teams to manage their time and responsibilities independently. Consistent, open communication and offering employees autonomy may encourage greater productivity and loyalty.
  
  

Overcoming Remote Work Challenges

While remote work offers many benefits, it also presents challenges, such as maintaining a work-life balance and managing communication across time zones. Here are some strategies for addressing these challenges:

• Workforce flexibility: Offer flexible work hours to accommodate employees in different time zones and those with caregiving responsibilities. A hybrid work model can also combine the benefits of in-office and remote work.
• Remote work team collaboration: Keep remote teams connected with digital communication tools such as Slack©, Microsoft Teams©, Monday.com©, and Zoom©. These tools may support seamless communication and collaboration.
• Connection and belonging: Use your organizational culture as the foundation for creating a keen sense of belonging among remote workers. Virtual town halls, group discussions, and Q&A sessions can help keep employees informed and engaged.
• Remote leadership: Encourage leadership roles within remote teams to facilitate team bonding and prioritize including team members in decision-making processes.
• Going old school: Sometimes, in the age of virtual meetings where you have to stay locked in place in front of a computer, an old-fashioned phone call can be a great change of pace. You can even have a “walking meeting.” Although you may be in a different time zone than your phone buddy, these opportunities foster greater physical activity and getting outside to enjoy the fresh air while you do business.

While some of these strategies may be impractical in your field of work or even against company policy, look for any opportunity to emulate and adapt the ideas to your workplace.

Key Takeaways for Building Remote Working Teams

Building a motivated and cohesive remote team requires a deliberate approach. Whether through remote team-building activities or fostering team cohesion via virtual meetings, organizations can unlock the potential of a geographically diverse workforce. By providing flexibility, building trust, and offering autonomy, you can aid your remote workers thrive in ways that will benefit both them and the organization.

Prioritizing professional development, promoting inclusivity, and using digital tools effectively may help employers motivate and sustain remote teams for the long term.

In conclusion, building a successful remote team involves understanding the unique needs of remote employees, implementing robust leadership strategies, and fostering a sense of belonging. With the right approach, remote teams have the potential to become more productive, engaged, and valuable contributors to your organization’s success.