Hold Weekly Video Meetings

• 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.

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.

In a remote team, you'll need the right tools to make sure everyone stays on the same page and can continue to execute without a physical person standing next to them.

You likely will need a tool in certain categories like group chat and video conferencing to make remote successful.

Good processes let you get work done in the absence of all else. They provide structure and direction for getting things done.

A few examples from Zapier:

• Weekly Hangouts;
• Weekly One-on-Ones;
• Bring the team together 2 times/year somewhere cool;
• Automate anything that can be automated.

While real-time communication inside of a team might lead to solving faster some issues, it also has various disadvantages. 

For instance, having your colleagues come to ask you questions to which you feel pressured to answer on the spot leads to you being continuously interrupted, which results in being less productive and feeling stressed or even getting a burnout, as you try to do everything in proper time.

When the employees are provided with control as to when they are willing to communicate with their co-workers, there are many advantages that emerge. 

For instance, having the freedom to decide exactly how your working day should look like leads to more satisfied employees as well as to better communication within the team. Further benefits vary from feeling less stressed due to better planning to greater transparency and more efficient work.

Even high-performing employees can face a decline in job performance and engagement when working remotely. This can be due to:

• Lack of face-to-face supervision, which leads to a two-way communication gap and even mistrust.
• There is a delay in the procurement of information as remote workers aren’t able to sense the atmosphere and real-time events at the workplace, leading to a lack of ‘mutual knowledge’.
• A sense of isolation among remote workers, leading to a feeling of less belongingness within the organization.
• Distractions at home due to unplanned work-from-home transition, with employees balancing childcare and many other responsibilities along with work.

A few specific, research-backed steps that can be taken to improve the engagement and productivity of remote employees:

• Establishing Structured Daily check-ins, by establishing a daily call or touchpoint.
• Providing several different communication technology options, using virtual communication tools like Slack, Zoom, Microsoft Teams etc., and making use of video conferencing.
• Establishing clear rules of engagement for communicating with the coworkers or the managers, according to the levels of urgency.
• Providing opportunities for remote social interaction by talking about non-work activities, thereby reducing the feeling of isolation among remote workers.
• Offering encouragement and emotional support by listening to the workers, acknowledging their stress, and keeping their needs and issues in focus.

• Set clear expectations and make an effort to be a good listener.
• Set clear boundaries. Establish a preferred time for communications so you feel respected and acknowledged.
• Get to know others. Remote workers often have purely transactional interactions. Listen to people and get to know them.
• Update people on what you’re working on and your availability. 

A co-located office develops its own personality through inside jokes, shared experiences, and a collaborative environment. A remote team needs to develop something similar.

Creating specific Slack channels based on interests and book clubs where the company funds the books are the easiest ways to do this for remote workers.

Voice and video calls can help you feel more in touch with your team and avoid the issues of asynchronous communication like time lags or misunderstandings.

However, you'll likely spend a lot of your day communicating via text as it’s a good way to interact without interrupting their work. So you need to be able to get your point across clearly and simply, show empathy and understanding, and be efficient to avoid wasted time.

Remote workers can feel overwhelmed by the amount of text they have to process. So finding ways to keep on top of what's going on is imperative for communicating efficiently with others.

Create archive lists and CC irrelevant emails to them, so you can save and share them without flooding non-involved people. 

For many of us, the office becomes a fun place due to a sense of community, purpose and fun interactions that make up an office day. To try and mimic your office culture virtually:

1. Set up Slack channels for water cooler conversation
2. Schedule virtual movie days, when the same movie is streamed with the chat option on.
3. Try to recreate virtual versions of what employees miss the most in office, like a coffee break, for instance.

Being social at office lubricates official conversations and the work itself. The more we spend time with colleagues having non-essential chatter, the easier our work becomes with them.

It helps to be creative and infuse fun into a virtual interaction. Any official conversation, like a manager meeting his subordinates in a one-on-one meeting, can start by asking about the person’s life (something unrelated to work), so that a connection is built.

Remote workers won’t have the opportunity to be involved in spontaneous conversations or team lunches, but there are other things you can do to help them settle:

• provide info with new job critical stuff: team member introductions (personal bios, photos, advice for new employees), HR training links, task checklists, long-term goals, and more.
• assign mentors to new hires, who schedule regular video check-ins, make themselves available on Slack and make new employees feel welcome.

Remote workers need a dedicated, quiet space to do their work, so it’s important to set some guidelines:

• encourage workers to join coworking spaces;
• encourage workers to set a dedicated insolated space at home for work, with suitable furniture;
• fast reliable internet access;

They can still work from a coffee shop every once in a while, but they need a good default setup. 

Intentionally design for the same interactions that would otherwise happen if people were in the office.

• Culture is what naturally happens when a group of people gets together for any period.
• A great culture happens with intentional design and influence. It's the reason you should make your company's mission, vision, values, operating principles, standards, and agreements visible. 
• Culture is experienced through emotions, including how your employees feel about the company, you, other leaders, and peers. That feeling is developed through human interaction at the water cooler, kitchen, or hallway conversations.

Your people need to feel your presence as a leader as they will have fewer opportunities to see you face to face when they work remotely.

• Regularly show up in a variety of forms that can include weekly video meetings, periodic company-wide emails, or presence in public channels.
• Err on the side of more communication rather than less.

• Instead of looking for solutions, we waste time checking communication tools.
• We don't talk about our expectations.
• Communication bleeds into our out-of-work time, instead of leaving it at work.

It doesn’t mean just telling people to share their thoughts, but actually doing it yourself and setting clear rules and guidelines about how to share.

It isn’t just about how you share information but also what gets shared.