Learn more about teamwork with this collection
Effective communication with remote employees
Strategies for building trust and accountability
Techniques for managing remote teams
Personal Connection
A sense of connection and belonging are sentiments that are helpful for building “affective trust” – a form of trust based on emotional bond and interpersonal relatedness.
It varies from the “cognitive trust” – which springs from reliability and competence. Both are influential to performance, but affective trust tends to be more salient for a team at the beginning of a relationship, according to studies.
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Statistics On Remote Workers
- Loneliness was reported as the biggest downside for 21% of remote employees, and one of the reasons that makes them more likely to quit.
- Most remote managers say they’d be more inclined to stay if they had more friends at work.
- Individuals who have 15 minutes to socialize with colleagues have a 20% increase in performance over their peers who don't.
- Positive social relationships are correlated with better life expectancy.
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Dynamic Icebreakers
If your icebreaker questions are intriguing, cheeky, humorous – the answers you receive will be, too.
Many remote teams will kick off their weekly meeting with an icebreaker question or insert it during their morning stand-up meeting. Even more popular is asking a series of icebreaker questions during the onboarding process when hiring someone.
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Over-Emphasize Onboarding
With affective trust being so important to foster at the beginning of a relationship, onboarding new hires well becomes even more critical for virtual team building.
You can partner newcomers with experienced employees and have a formal onboarding process at the company, or at least a partially in-person one, with expenses covered by the company.
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Build a Buddy System
Many remote companies offer buddy systems for onboarding. This is also a way for people to have fun and get closer, as well as to increase job satisfaction and commitment.
This can take the form of assigning an official “mentor” or a random employee, with whom they have periodic one-on-one meetings to get acclimated to the company.
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Foster Connection
- Try regularly scheduling chats over video. Those work particularly well when paired with activities like coffee breaks, online gaming or topical discussion.
- Create a dedicated non-work chat channel. This re-creates the “watercooler chat” you would have in an in-person office and it often becomes the primary mode of communication for online workers.
- Invest in company retreats and make space for people to socialize on them.
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