The concept of remote work has allowed companies to operate in ways they may have never even considered. Talent acquisition is no longer limited by geographical constraints, therefore allowing companies to hire more diverse workers who may be able to bring more to the table. Because remote work also helps restore work-life balance, employee attrition rates may also be reduced.
However, the task does not stop with the decision to shift to remote work, as companies still need to make concerted efforts to unite their remote teams. A previous TrainingPros Thought Leadership Article covered how ATD Research in Frontline Leaders: Developing Tomorrow’s Executives said that talent management necessitates that workers in an organization have proper awareness and understanding of their roles and duties. This is one challenge faced by today’s companies. In this regard, here are some suggestions on training modules to unite remote teams:
Set up scheduled virtual meetings
A face-to-face connection is still an important factor for many young people in the modern workforce. In fact, studies show that the abundance of digital tools and their reputation as digital natives do not necessarily prove to be sufficient for Millennials and Gen Zers in today’s workforce. Career writer and researcher at Zety Miles Maftean says that Gen Z is all about connecting, and this includes connecting within the workplace. Several meeting planners in Atlanta have actually made use of technology during events to facilitate communication and dissemination information. This has also been proven beneficial for those who come to the city for business, as they can communicate with their teams back home instantly. If physical meetings are too impractical, leverage technology to your benefit and schedule virtual meetings, whether through video calls or webinars. Here, you and your team can discuss weekly updates, deliverables, issues, and suggestions that you may not have been able to air as clearly with instant messages and emails. This also reminds people of the human aspect behind the work.
Consider membership in coworking spaces
Membership in a coworking space could save companies a lot of money. As they can cut down on office supplies, utilities, and maintenance, this also gives workers the opportunity to connect with like-minded individuals and network with people in similar and different industries. Thanks to the growing remote work movement, many coworking spaces have gone beyond simply offering places to work and several cities have even been deemed as prime locations for remote work. Work-centered blog Overheard on Conference Calls ranked Kansas City as the best place to work remotely due to economic factors, Wi-Fi speed, and the number of coffee shops or coworking spaces in the area. Industrious’ coworking space in Kansas City, shows how modern designs now come with a number of shared amenities and different kinds of office spaces, as well as common areas for members to choose from. Coworking spaces like these often have locations across different states, so it’s definitely a wise investment for companies to look into.
Deploy a buddy/mentorship program for regular check-ins
Some people may be slower to catch onto the learning curve of remote work than others. To get everyone on the same page, try to deploy buddy or mentorship systems for regular check-ins. Washington Post Article: How Silicon Valley breeds boredom, loneliness and vanity discusses the fact that Silicon Valley is often deemed as a breeding ground for loneliness because of the tools created there that leave consumers and creators alike glued to their screens. Employing a buddy system for tech companies and startups here would make perfect sense to remedy these negative feelings. This will also help keep people accountable, and also give them the feedback they need to improve and remain motivated to get their work done. Head coach of Power Coaching and Consulting Rhett Power advises that a buddy system both prevents the loneliness that afflicts a number of remote employees, while also offering mentorship programs, and even friendship opportunities for people new to the job.
Since remote work is both our present and our future, companies must do what they can to make sure that it’s both seamless and practical for their own teams. Taking heed of these suggestions could quite possibly ensure that operations will function as smoothly as a traditional workplace – or better.
This article was specially written for TrainingPros by Jane Brele, and we are grateful for her contribution to our blog.