This website uses cookies to store information on your computer. Some of these cookies are used for visitor analysis, others are essential to making our site function properly and improve the user experience. By using this site, you consent to the placement of these cookies. Click Accept to consent and dismiss this message or Deny to leave this website. Read our Privacy Statement for more.
Recognition in The Real World
Blog Home All Blogs

Habits of a Successful Remote Team

Posted By Ava Ewald, Friday, May 29, 2020

RPI aims to help you improve your recognition and engagement practices, developing its 7 Best Practice Standards to guide you through the process of bettering your program. It may be overwhelming to process how to improve your program when you are not with your employees in person, but with simple steps, you can find ways to engage your employees from a distance.

 

For many, remote work is the new normal. Many of us have been able to see the benefits and challenges that come with it and are looking for ways to make remote work more productive and gratifying. In this post, we will review some habits that successful remote teams engage in to promote productivity, engagement and team building.

 

  1. Team members have home workspaces

Finding a consistent space to work in helps you mentally separate work from home when they are in the same place. A Business News Daily article explains that this can be as simple as a set of notepads and pens that you set out on your kitchen table every day—it does not necessarily have to be an entire separate room or office. This habit is important for creating a work routine from home.

  1. Teams maintain an online team workspace

In addition to having your own designated work space at home, Business News Daily recommends having a clear and consistent virtual workspace that you share with your employees. This may be a chat platform like Google Meet, Slack or a GroupMe text group message. While email works great, having an informal platform for more casual chat promotes team building.

  1. Teams meet frequently

Communication needs to be constant. Quoted in Forbes, Project Management Institute CEO Sunil Prashara recommends daily check-ins with employees to not just touch base on ongoing projects, but to also make sure that everyone is feeling okay and motivated. This is important for any remote team at any time, but particularly now with a global pandemic that is putting extra weight on many around the world.

  1. Members are empathetic

Harvard Business Review regards empathy as one of the main factors that make a remote team successful. Many employees are working in the same spaces where their children are trying to learn and their pets play. Be patient with employees when they are interrupted, as many are trying their best to work and run households. 

  1. They take time to chat

Another way to build trust on your remote team is to foster chitchat. Medium explains that you have to be much more intentional about this when you are remote versus when you are in the office. Knowing about your employees’ and coworkers’ hobbies and interests outside of work makes it more fun to work with them. Successful remote teams spend time getting to know each other.  

 

Working remote is not easy. You have to be thoughtful about how you craft your schedule, your space, and your modes of communication.

 

Register for our virtual conference in September.

Read more about RPI’s 7 Best Practice Standards.

Become a Certified Recognition Professional.

 

 

Tags:  habits  recognition  remote work 

Share |
PermalinkComments (0)
 

Remote Peer-to-Peer Recognition

Posted By Ava Ewald, Tuesday, May 26, 2020
 While many of us have been working from home for a few months now, adapting recognition habits that existed in the office may be difficult in your new virtual environment. The first of RPI’s 7 Best Practice Standards is recognition strategy. It is important to thoughtfully develop your own strategy for your organization, and adjust your virtual strategy.

 

In a blog post for CA Short, RPI President Scott Russell explains that peer-to-peer recognition is more scalable than top-down recognition and it builds culture by creating trust between employees. Today, we will look at how you can adapt your peer-to-peer strategy to a completely virtual environment.

 

1.     Set goals

Simply telling your employees to recognize each other is not enough. Be specific and set some expectations. For example, encourage your employees to recognize another employee once a week via email, text or phone call. This clear direction will make it more likely that they will recognize their peers.

 

2.     Have them help each other

One great way to recognize someone else is to lend a hand. Encourage your employees to reach out and offer support to an employee who is spread too thin. This is a great way to acknowledge someone’s hard work while giving them a break. Writing for Predictive Index, David Brumaru says this can be as easy as offering to grab them a water or a coffee when they are particularly tuned in, but you could go even further and take on a task for them.

 

3.     Encourage bonding

This is particularly important now that many are lacking social interaction. Encourage employees to take virtual coffee breaks or lunches to connect with each other. You could take this one step further by randomly setting up your employees, which was an idea from Predictive Index.

 

4.     Find recognition software

Implementing a recognition platform keeps recognition at the forefront of employees’ minds. This would work particularly well in a remote environment. Scott Russell explains that CA Short’s  platform is robust yet easy to use.

 

5.     Give awards to give

Microsoft’s blog encourages employers to find a reward, such as an e-gift card, that can easily be given remotely and send a code to each employee to give to someone they want to thank. This way, you are encouraging recognition, but giving employees the ability to recognize others.

 

Check out RPI’s 7 Best Practice Standards.

Register for our virtual conference in September.

 

 

 

Tags:  7 Best Practices  peer to peer recognition 

Share |
PermalinkComments (0)
 

Creative Virtual Recognition Ideas

Posted By Ava Ewald, Friday, May 22, 2020
Updated: Friday, May 22, 2020


On Wednesday, May 13, RPI hosted Community Connect, a call with RPI members. Over 40 members joined to share what they have been doing, what concerns they have, and things they would like RPI to offer to help during this time and into the future.

During the call, members got to chat and share ideas about how they have been recognizing employees in their organizations. Here are some of the virtual recognition ideas they discussed:

  • E-cards

Nothing can top the personal nature of a handwritten card, but with limited access to employees, e-cards are a great alternative. Many creative ones are out there—American Greetings has wonderful cards you can email like this one, which features Michael Bolton singing a personalized birthday song for the recipient. 

  • Peer-to-peer recognition

Peer-to-peer recognition should be a top priority right now. Since we no longer have the luxury of hallway chitchat, feeling supported and appreciated by coworkers is now more important than ever. For example, encouraging employees to send one email a week to a coworker they appreciate will help lift spirits and maintain your positive company culture.

  • Recognition in a box

Either deliver or send awards and other recognition items to employees’ homes and have them open the box during a virtual celebration. 

This is an awesome way to get to know employees and how they are handling their time in isolation. Have employees write six words about how they are feeling and schedule a meeting to have everyone read theirs out loud to the group. It is great for team building and checking in.

  • Virtual happy hours/games

People have had lots of fun with their virtual events. Be creative and give employees a break from the constant isolation and stream of bad news. Some examples of virtual games are bingo, Quiplash (like Apples to Apples or Cards Against Humanity), or Heads Up.

  • Share on social media

If you have not already been recognizing employees on social media, you should start now. Since it is harder to shout someone out in front of their peers, post it on Facebook or Twitter. Do not be afraid to show off how awesome your employees are.

  • Meals delivered to employees’ homes

Go beyond just recognizing your employees and include their families, too. Having a delivery service like Postmates or Uber Eats deliver food from your employee’s favorite restaurant is a great way to recognize someone.

  • Virtual gift cards/certificates

E-gift certificates are so easy and so effective. Just about every store or restaurant has a way to purchase a gift card code. It is great to know what your employees like so that you can be thoughtful about which gift certificate you get them.

  • Foster connections

On your remote calls, ask questions to get to know your employees better. Ask how they are doing, how they have been spending their time, or what brings them joy. Non-work chat is great for helping maintain that sense of community.

  • Communicate

Make sure management is communicating frequently and consistently. Since you can not talk casually in the office, find ways to keep in contact with your employees.


The call concluded with members feeling energized by the opportunity to connect. Make sure to watch for our next Community Connect session. 

 

Register for our virtual conference in September.

Become a CRP.

 

 

Tags:  creative  recognition  remote  virtual 

Share |
PermalinkComments (0)
 

How to Build a Remote Culture

Posted By Ava Ewald, Monday, May 18, 2020
Updated: Friday, May 22, 2020
Harvard Business Review published an article in 2015 with statistics surrounding workplace culture. Having a great culture is associated with lower health costs, lower turnover, and higher productivity. Right now, many organizations are wondering how they can maintain their culture when most employees are remote. RPI has many resources for you to refer to on workplace culture, but today we will focus on how you can take those culture-building practices to your remote teams.

Forbes listed “Company vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits” as the main elements that contribute to a company culture, so how do we maintain this while remote?

Choose the best communication platform for your team

Bill Gates once said, “I’m a great believer that any tool that enhances communication has profound effects in terms of how people can learn from each other.” Whether it is on Slack, Google Hangouts, or a group message, your team should have easy access to each other. In our last blog post, we talked about Doist, a communications company that tried Slack, but found that it did not accommodate different time zones well. If you do not already have a convenient communication platform for your team, try a few out.

An article in Harvard Business Review explains that communication is vital while remote, and each remote team should determine its own set of “norms” or rules for communicating. For example, some teams may have regular Zoom meetings, expect that everyone has their cameras on and that everyone speaks at one point or another. Additionally, if your team all works within the same time zone, you might set boundaries for communication after work hours. For teams with members who all live in different time zones, teams may consider being more aware of each other’s boundaries between work life and personal life.

Frequent communication builds trust, so ensuring you have a reliable communication platform will help employees maintain and develop company culture.

 

Lean into recognition

Recognition is more important than ever now that employees are isolated. In a normal office setting, you have a variety of recognition methods ranging from a quick “thank you” to a planned recognition event for an employee or team. It is important to keep this structure in a virtual setting and consistently remind employees that they are appreciated. In a recent blog post, we discussed how you can recognize employees virtually, so feel free to learn more about specific practices here.

TLNT Talent Management and HR shows that there are new opportunities for recognition as well. Show your employees how much you appreciate their hard work by hosting a yoga or meditation session to help everyone slow down and unwind. You could also make a donation to a charity in their name. Anything that shows that you are tuned into their feelings and needs will be a great way to recognize them.

 

Focus on being social

Casual chitchat during the workday is a crucial piece of an organization’s culture. Getting to know your coworkers beyond their work helps build trust and community. We do not get to have the normal “water cooler” chat we usually get in the office. This is a hard void to fill when we are all remote.

Because the casual chitchat cannot come about organically while we work remotely, schedule time for it.  Writing for The Atlantic, Joe Pinsker explains that it might be awkward to schedule time for casual talk, but it is important for your mental health to be able to socialize. For example, schedule a 30-minute break in the morning when your team can hop on Zoom and drink coffee together, or have a virtual happy hour later in the day. Fostering that social connection is key to a healthy workplace culture.

 

Be empathetic

According to research reported by the Harvard Business Review, "Virtual teammates are 2.5 times more likely to perceive mistrust, incompetence, broken commitments and bad decision making with distant colleagues than those who are co-located. Worse, they report taking five to 10 times longer to address their concerns.” It is much easier to misinterpret texts, emails and even phone calls than it is in person. Since many are not in person, it is important to be cognizant of how things may be misunderstood. Consider re-reading your messages before sending to prevent any potential misinterpretation.

Further, while we are apart physically, many are getting to see their coworkers in a more personal way by getting an up-close look of their home lives—seeing their homes, children and pets. It is important to think about what they may be dealing with. While you might have a quiet home, some employees will be watching after their children or needing to run out to take care of a parent. Showing understanding for their situation will help them feel supported and trusted.

 

Communication is key when it comes to remote work and leaning into it will help you maintain your company culture.

 

Learn more about RPI’s 7 Best Practice Standards.

Register for our virtual conference in September.

Become a Certified Recognition Professional.

  

 

 

Tags:  culture  recognition  remote 

Share |
PermalinkComments (0)
 

Companies with Effective Virtual Teams

Posted By Ava Ewald, Friday, May 15, 2020
In the midst of a global pandemic, RPI wants to help you and your organization move forward. Our wealth of resources and knowledge will help you become even better at recognizing your employees—wherever they may be. In today’s post, we will take a brief look at companies that are doing remote work well and see how we can improve our own remote teams.

 

Google

Google is seen as a major innovator in workplace culture, so it only makes sense that they would make the list of best virtual teams. Veronica Gilrane, People Analytics Manager at Google, published her findings on Google’s virtual teams on their blog. Gilrane found that there was no difference in efficiency between in-person teams and remote teams, but many “Googlers” (as they call their employees) felt that they missed out on the culture and the ease of communication that comes with an in-person team. As a result, they found that there are three things teams can do to help. First, make sure the team members get to know each other beyond their work by making time for casual conversation and icebreakers during remote calls. Second, set and respect team members’ boundaries by learning when they like to meet and what time zone they are calling from. Third, be very clear about opportunities to meet in person and virtually so that team members know about every chance they have to engage with their colleagues.

 

IBM

According to a LinkedIn article, IBM manages over 200,000 employees worldwide both in person and virtually. One of their main challenges is connecting everyone in different time zones. They manage this problem by maintaining a flexible hour policy worldwide. They have found that employees are more productive when they have the ability to pick when they would like to work. It also gives them freedom that helps with family responsibilities. IBM also uses collaboration software to connect their employees globally. This commitment to flexibility and communication has helped employees trust their employer and build successful virtual teams.

 

General Electric

LinkedIn also gave insight into how GE’s virtual teams work. The company has over 90,000 employees worldwide, which made training a challenge. Now, they have a robust virtual training platform with professional development as well as new employee training, diversity training, and games. This has helped GE manage their global employees and keep them connected to the worldwide company culture. For organizations that are continuing to hire while working remote, this is a great example of a company that has successfully onboarded employees virtually.

 

Doist

Doist is a fully remote company that builds productivity tools. It makes sense that they emphasized the need for a communication platform. According to their blog, they started off using Slack and found that the platform was not great across multiple time zones. As a result, they created their own platform, Twist. They also encourage organizations to embrace a “remote-first” mindset. Many organizations that have both in-person and remote employees unintentionally keep remote employees out of the loop. With nearly every professional able to work from home doing so, this is easier now more than ever, and will be good training for when employees are back in the office. What we can learn from this case is the importance of a solid communication strategy between remote team members. Think about how far your team is spread, what different time zones they may be in and how they would like to communicate with their team members.

 

While we are in times unlike any other, it is important to remember that organizations have faced a variety of circumstances that prompted them to find solutions to problems many of us are facing now.

 

Learn more about RPI’s 7 Best Practice Standards.

Register for our virtual conference in September.

Become a Certified Recognition Professional.

 

 

Tags:  recognition  remote work  virtual 

Share |
PermalinkComments (0)
 

How to Hold a Virtual Recognition Event

Posted By Ava Ewald, Friday, May 8, 2020
Let’s face it — it is harder to recognize and be recognized these days. Many are rightfully worried about their health, families, and communities, but it is important to remember that recognition promotes engagement and positivity in the workplace. RPI is committed to providing knowledge about recognition and engagement practices for every circumstance. Today, we will focus on how you can hold virtual recognition events.

You might have attended a virtual baby shower or virtual birthday party. One yoga company is even holding virtual goat yoga[LP1] . While virtual events may never be the same as gathering in a room with all of your friends, family, or coworkers, they can be fun and creative.

Bonusly gave some excellent ideas for employee celebrations on their blog including happy hour, pets-welcome day, a game party and more. While these would work great in the office, they do not always translate into an online format. Be creative and feel out what your employees would like and how you can adapt some of these ideas into a virtual format. For example, you could have a pet happy hour where everyone with a pet introduces them to the team. There are also zoom-friendly games such as kahoot a website that can run trivia for hundreds of people at once (and you can create your own quizzes). There are plenty of options out there to host a fun virtual event.

While maintaining the fun of a celebration, it is also important to keep a similar structure to in-person events. What are some of the main pieces of an employee recognition event? Crew App listed the essential pieces of formal or semi-formal employee recognition that are important in person or virtually:

-          A genuine thank-you to the employee or team you are recognizing. Use this time to dig deep and help the person or team understand that they made an impact on you or the organization. This can be done by recognizing specific characteristics, such as communication or delivering above-and-beyond customer service.

-          The employee or team is recognized in a way they appreciate. Make sure that you have paid attention to the preferences of the employee or team, such as whether or not they like to be recognized publicly. Even virtually, being called out in front of their peers can be mortifying. If they appreciate public recognition, go for it. Otherwise, consider writing a thoughtful letter or sending a gift to their home.

-          The appreciation ties back to the company’s message. If you are recognizing someone for outstanding customer service, emphasize how this was one of the fundamental values the company was built on, for example. By connecting the behavior of the recognized employee/team, you are reinforcing the behaviors you like to see.

-          Eye contact. This one is tricky in a virtual context. If you want to look as if you are directly looking into someone’s eyes on camera, do not look at your screen; look into your computer’s camera. It is tempting to look at the screen so you can see the people you are talking to, but if you are giving a meaningful speech, try looking into the camera.

If you combine these essential elements of employee recognition events with some fun and creativity, you will be able to host a wonderful virtual recognition event.

 

To register for our virtual conference in September, click here.

Learn more about RPI’s 7 Best Practice Standards.

 

 

 

Tags:  recognition  remote work  virtual 

Share |
PermalinkComments (0)
 

Benefits of a Positive Attitude

Posted By Ava Ewald, Thursday, May 7, 2020

With a constant stream of COVID-19 news and increased feelings of isolation, it can be extremely difficult to remain positive and even more difficult to remain positive at work. Feelings of negativity can harm workplace culture, and we are more susceptible to it than ever. RPI is committed to helping your organization’s culture grow and thrive in this trying time. We already discussed methods for staying positive in the workplace, but what can positivity actually do?

 

Increase productivity

According to the University of Pennsylvania’s Wharton School, positive thinking can greatly affect your productivity. As they put it, “many people think that success leads to happiness, but actually it’s the other way around.” Having a positive attitude can increase your engagement 10 times and make you 31% more productive. This is the thinking behind companies like Google and Netflix, that attempt to make work fun with games, slides, bring-your-dog-to-work day and unlimited free food. When the environment fosters positivity, employees are more productive.

Boost creativity

Dr. Paul Hammerness and Margaret Moore, co-authors of Organize Your Mind, Organize Your Life explained that positive thinking can improve your brain function, meaning it is quicker to act and is much more able to problem-solve. Further, the Huffington Post explained that creativity can further impact your happiness, turning positivity and creativity into a feedback loop. Positivity and creativity are very closely linked, so looking on the brighter side can lead to innovation and problem solving.

Improve the moods of those around you

According to Entrepreneur, the phrase “Monday Blues” should be obsolete in a positive work environment. Positivity has the ability to multiply and “infect” those around you. An article in Psychology Today argues that this works with all emotions. Humans unconsciously pick up on the emotions of those around them, so being aware of what you are putting out into the space around you can have a profound effect on others. It may be difficult, but even acting positive even when you might not be is enough to lift up those around you.

Bond teams

According to an article published in the American Psychological Association, positive thinking has the profound ability to foster trust of others. On the other hand, anger has the power to significantly decrease trust. If you are the team member who is constantly positive and forward-thinking rather than negative and pessimistic, you are far more likely to be trusted by those who work with you. Additionally, according to Entrepreneur, positive thinkers tend to be more collaborative. Since they are able to see the best in their teammates, they are much more likely to want to work together.

 

It is not as easy to remain positive in times like these. Now more than ever, we need to put thought into what emotions we are displaying to the people around us.

 

Register for our virtual conference this September.

Learn more about RPI’s 7 Best Practice Standards.

 

 

Tags:  covid-19  positivity  working remote 

Share |
PermalinkComments (0)
 

5 Tips For Remote Team Building

Posted By Ava Ewald, Monday, May 4, 2020
RPI is dedicated helping you learn about and grow your recognition program. They developed their 7 Best Practice Standards to help you better understand what goes into a great program. Recognition is more important than ever in midst of this global health crisis and RPI’s plethora of resources can help guide you in whatever stage of your program you are in.

 

Many of us have been thrust into remote work for the first time and many others have been doing it for years. Your team may have a mix of experience levels and you may have found that managing a completely remote team is challenging. In this post, we will focus on how to bring everyone together in a virtual environment.

 

1.       Have consistent connection

Communication is one of the best ways to maintain a positive company culture, so it is especially important to do this when working remotely. Inc says that is important to have these regular check-ins simply to see and hear your coworkers rather than communicating through just email. Scheduling these meetings once a day or once a week can also help maintain structure in your employees’ days. This will help your team feel less isolated in their homes and more connected to their team.

2.       Utilize one-on-one connection

Check in with each member of your team and make sure they have what they need. Forbes recommends scheduling one-on-one meetings. When you are in the office, it is great to drop by your team members’ desks and check in — but when everyone works remotely, this becomes more difficult. Make it a priority to have short one-on-one meetings so you’re familiar with where they are and needs they may have.

3.       Make sure everyone is speaking up equally

In RPI’s March webinar on emotional intelligence, Anne Loehr, Executive Vice President for the Center for Human Capital Innovation, explained that strong teams have an equal amount of talking among all members. Business2Community backs this up by saying that no one person should dominate the conversation — not even the manager. This helps build trust within the team, so this is a great thing to keep in mind when trying to bond your team virtually.

4.       Have a group chat

In an office, there is likely some casual chit-chat going around. This is what many people miss when working remotely. Forbes suggests creating a text or other form of messaging chat so that employees can joke around with each other as they would in the office. If it is all work, employees will not continue to get to know each other. Building those relationships is crucial in a virtual environment.

5.       Create virtual hangouts

Build your team with virtual hangouts. Team Bonding has some great ideas for how you can do this. They suggested things such as a virtual coffee meetup where everyone grabs their own cup of coffee and sits down for time to socialize and connect. Business2Community also had a fun idea to create a virtual campfire. Have everyone grab snacks and share stories. You can even have a campfire zoom background! Be creative with your ideas.

 

Learn more about recognition practices in our learning center.

See our updates on our annual conference here.

To learn more about RPI’s 7 Best Practice Standards, click here.

Access Anne Loehr’s webinar on emotional intelligence here.

 

 

Tags:  remote  team building 

Share |
PermalinkComments (0)
 

Simple Ways to Keep a Positive Attitude While Working at Home

Posted By Ava Ewald, Monday, May 4, 2020
 A 95-year-old World War II veteran in Oregon reportedly beat COVID-19. How? He claims it was his positivity. It may be hard to maintain sometimes, but a positive attitude can have a great impact on you and those around you. RPI works to help you improve recognition and engagement in your workplace, and in these trying times a positive workplace culture is more important than ever.

 

According to Business News Daily, saying “stay positive” is easy, but it is harder to practice than one might think — especially at home. Here are some tips to help you stay positive in this trying time.

 

1.       Say “yes” as much as you can

While respecting work-life boundaries, saying “yes” more than “no” is a great way to spread positivity in the workplace. It validates others’ ideas and helps move things along. Additionally, Fast Company explains that saying “yes” will give you more opportunities to feel a sense of accomplishment. Saying “yes” can be energizing, and it is a great way to improve the culture of your workplace.

2.       Create opportunities for connection

Many people are missing the everyday chatter of the office. While it may take more effort, finding small ways to make those connections is an excellent way to keep the positivity up. Life Hack emphasizes the importance of workplace connections to maintain community. When you are able to connect with your coworkers, you can feel more energized and positive.

3.       Smile!

Psychology Today explains that smiling lifts your mood even if no one is around to see it. If you need a boost in your day, think about something wonderful and smile to yourself. This not only makes you recognize positive things but will actually make you that much happier. Beyond that, smiles are contagious, so flash a smile on Zoom calls and help others too!

4.       Move on from mistakes

Stressing over mistakes you made is just another way to introduce unnecessary negativity into your day. Life Hack recommends viewing the mistake as a learning experience and moving on quickly. No one else will likely remember the mistake as long as you will. Being aware of how you hold onto your mistakes can help you be more positive.

5.       Take breaks and set boundaries

Now that many are working from home, the line between home and work can be very blurry. Having a designated space for work and set times can help you distinguish between work and home. Additionally, Life Hack recommends forcing yourself to take breaks during work. Forbes explains that there is a strong correlation between breaks and engagement. Taking time to recharge can set you up for a productive end to your workday.

6.       Keep learning

Learning keeps you engaged and motivated, explains Life Hack. For example, take on a new responsibility or do something new like presenting a project. Attend an RPI webinar, either live or on-demand. Pushing yourself can boost your self-esteem.

 

To Learn more about RPI’s 7 Best Practice Standards, click here.

Register for our virtual conference here.

 

 

This post has not been tagged.

Share |
PermalinkComments (0)
 

How To “Drop-In” Virtually

Posted By Ava Ewald, Monday, May 4, 2020
 For many, working from home has become the new normal. We have learned to adapt to remote life, but some things may be missing. “Drop-ins” are casual ways to give an employee a pat on the back. Different recognition strategies are outlined in Standard 1: Recognition Strategy in RPI’s 7 Best Practice Standards. These day-to-day methods of recognition are important for your recognition strategy, but with most employees working remotely, having those casual interactions are more difficult. Below are a few ways you can casually “drop-in” on your employees.

 

According to a Gallup study, 63% of women who reported having a good work friend reported feeling engaged with their work while only 29% of women who did not report having a good work friend reported feeling engaged. This emphasizes the importance of connection at work. This is even harder when most are working remotely, so making sure your employees feel that sense of community will help improve engagement.

 

1)      A good old-fashioned phone call

Harvard Business Review went as far as to recommend daily phone calls with your employees. While this is still not the same as doing a lap around the office to check in with employees at their desks, the convenience and spontaneity is still there with phone calls. Take some time out of your morning to do quick 5-minute or less calls with each member of your team. Ask how they are doing and how you can support them. Be careful not to overwhelm them- too many calls could make it seem as if you do not trust their ability to work at home. Still, phone calls are convenient for quick “drop-ins” on your employees.

2)      Short one-on-one meetings

These would have to be somewhat more planned than a phone call. Doing bi-weekly or weekly one-on-ones via Zoom will give you the space to dig deeper and check in on how your employees are doing. Bamboo HR recommends making sure you are using a video-chat service in these types of meetings. Being able to both hear voices and read facial expressions will make the conversation almost as good as if you were in the same room as them. Similar to phone calls, check in on how your employees are doing and help them set some goals.

3)      Virtual coffee breaks

In the office, you might grab a cup of coffee and walk around to get some casual chit-chat in during the day. This is what many employees miss while working remotely. It is so much harder to take a quick break and talk about a favorite TV show or share pictures of pets. This can be done virtually, but it has to be more intentional. CNBC recommended scheduling Zoom coffee breaks so you can get in that connection time with employees. This allows you to bond more with your team and your team to bond with each other.

4)      Have an open group chat

Again, team bonding is crucial when working at home. Bamboo HR suggests maintaining a group chat via Google Hangout or Slack to keep the communication going while at home. This allows more casual conversation, but also an easier exchange of information that would otherwise only require someone to stop by another’s desk.

 

This new workplace environment is unlike any we have faced before. Utilizing your resources and leaning on your team is the key to success in isolation.

 

To learn more about RPI’s 7 Best Practice Standards, click here.

To register for our virtual conference in September, click here.

 

 

 

Tags:  casual  drop in  recognition 

Share |
PermalinkComments (0)
 
Page 1 of 15
1  |  2  |  3  |  4  |  5  |  6  >   >>   >|