Part 2 of a 3-part series
Leaders are stretched in unfamiliar ways as the coronavirus forces a “new” normal into our lives.
Thousands of employees suddenly working from home or anxiously wondering about their employment status require a different leadership style. Leaders must rise to this new normal.
The first tip from part 1 of this 3 article series, 3 Tips to Rally Your Team, is communication. Consistent communication can be the first thing to vanish as stress escalates. In my first article, I share several communication strategies to help rally and inform your team.
Social Isolation Kills Momentum
Consider that coming to work and into an office centers around social connection. Even in challenging work environments, people are connected.
Our new normal is “social distancing” with the COVID-29 pandemic. Imagine the employees, who in the matter of a few days, lost social connection with colleagues as companies started telework programs.
Employees who have never worked from home for days on end may start to feel the effects of social isolation. Social isolation affects mental and emotional health.
Team member engagement is key to maintain a sense of belonging. Belonging lowers mental and emotional health impacts. Meaningful connections strengthen relationships, give team members opportunities to learn about each other, improves personal wellbeing, and builds trust. Positive, trusting relationships are the outgrowth of meaningful engagement.
Team Building Games
If you’ve used team building games when in-person, you can adapt for telework use. The goal is to give people an opportunity to learn something about each other. There are tons of remote work team building games online to use with your teams.
Team building activities spark meaningful engagement and team bonding (and fun). A couple of key ideas to keep in mind. Schedule team bonding activities weekly (maybe kick off meetings with a team building activity). Ask for ideas from your team (you don’t have to do all the heavy lifting). Set clear expectations for appropriate talk and activities (don’t need HR called!).
I wrote about communication in part 1 of this 3-part series. It is important to go beyond information sharing.
Meaningful engagement involves asking for team member ideas. If your goal is to strengthen team collaboration, you could divide people into solution-finding teams. Maybe there is a pressing problem your company needs solved. Start a team competition to find a great solution. Video meetings are a great way to allow people to connect. Teams can ideas or solutions during video meetings to increase interest, participation, and engagement.
Remote work can leave people feeling limited to just delivering on their tasks. There are a few things leaders can do to expand and grow engagement. I call these impact opportunities. A cross-training program can help individual contributors share specific expertise with the entire team or select team members.
Another impact opportunity is for your various departments to do a short skit or fun presentation using just symbols or pictures to teach three important ideas for the department. We often believe everyone understands our respective departments, but they do not. This can be a great time to create meaningful engagement through department sharing. A note here: It can’t be dry or dull PowerPoint presentation. Push creativity.
You could consider rotating leadership for team meeting among staff members. The key idea is to identify ways that people can feel valued for their contributions outside their main role.
Meaningful engagement increase productivity, a sense of value, and reduces social isolation. Leaders must deliberately create fun, engagement experiences for team members. It increases a confidence and sense of belonging.
When we work with clients to help build remote team engagement strategies, our clients discover real benefits in focusing on intentionally strengthening the relationships to remote teams. Trust, genuine connections, strong relationships are important team dynamics that can be built with remote teams with a little creativity.
Jenny DuFresne, CEO, DuFresne Solutions Group, a training and leadership development firm helping leaders and teams grow people, profit, and impact. Jenny served for 10-years as a U.S. Marine. Learn more at www.SeekLeadership.com.