You're leading a remote team. How do you keep them motivated and engaged without face-to-face interactions?

For a leader of a remote team, keeping them fully engaged without face to face interactions is a real challenge. It is difficult to develop a good team work in such conditions. Here are some tips that will help. 1. Define clear goals and outcomes for the team and for each member. 2. Have frequent check-ins (as a team and one on one) and review critical issues and challenges. 3 Trust your team and tell them you trust them to deliver (no micro management). 4 Find ways to maximize time together whenever possible. Hope this helps

Technology can really help here. If you can't have in-person meetings or conversations at the water cooler, then encourage video meetings and even that short discussions be had by video chat.

Sales is a critical area where goal definition is important for remote employees. Make sure everyone knows not just the vision and objectives but also how each purpose belongs to the larger goal. This will assist people in understanding how they should organise themselves to support the team's goals and give a clear direction that one can use and succeed without much assistance.

Leading a remote team requires strategic communication and collaboration. Use communication tools like tools like Slack and Teams for updates, meetings and celebrations. Make sure which ever tools you are using that they align with project stakeholders and owner to minimize tech over kill. Invest in training to ensure success. Trust your team by giving them autonomy and clear guidelines. Promote work-life balance with boundaries and consistent work schedules. Foster team culture with virtual team-building activities. Focus on professional development with training and continuous learning. Evaluate performance with surveys and collaborative feedback. Follow PMI best practices will keep your team motivated, engaged, and high performing.

You should listen to pain points and have an open door policy with team members. Gauge the temperature, earn their respect and loyalty.

What's missing from remote work is the casual interactions that allow employees to engage with executives and impress them. Thus, to ensure that everyone has the same opportunities, Create as much of the face to face connections as you can remotely. However, be aware that your team may get Zoom fatigue after too many video meetings.

Montags-Meetings: Starte die Woche mit einem kurzen Team-Call. Jeder teilt seine Ziele für die Woche und eventuell auftretende Hürden. Freitags-Check-ins: Beende die Woche mit einem lockeren Freitags-Meeting. Hier kann jeder seine Erfolge der Woche feiern und eventuell offene Fragen klären. Einzelgespräche: Plane alle zwei Wochen kurze 1:1-Gespräche mit jedem Teammitglied ein. Hier können spezifische Anliegen besprochen werden, die in größeren Meetings vielleicht untergehen. Virtueller Kaffeeklatsch: Einmal im Monat eine informelle Kaffeepause per Video-Call einplanen. Kein Druck, einfach plaudern – so wie an der Kaffeemaschine im Büro. Nur halt mit vermutlich besserem Kaffee ;)

I will try to have daily conversations with them as much as possible, be it to talk about work or casual stuff. It is crucial to build a bond right from the beginning, get to know them better beyond just work. Maybe find out what they're into outside of work - their hobbies, favorite shows, whatever. It makes the work day way more enjoyable when you've got some common ground.

Managing a remote team is challenging, but doable. Here’s what’s worked for me: - Weekly virtual coffee chats keep everyone connected. These are real conversations, not just status updates. - Setting clear, achievable goals gives the team direction. When everyone knows their role in the bigger picture, motivation follows. - Shout-outs during team calls and group chats for accomplishments boost morale. Celebrating milestones, even virtually, is key. - Dedicated Slack channels for project discussions and casual banter keep the team engaged and foster community. - Provide the tools and resources they need. Being available for questions shows you care. Stay connected & supportive. Your team will thrive!

Sharing regular updates, and unique perspectives both on the product, customers, and industry is a solid way. I personally tend to over-share with my employees and am OK with that. As such you build a very strong and love-it-or-hate-it culture. We tried Slack, and other chat programs, but the software itself is rarely the solution. That being said, Kumospace works very well to emulate a office-like room, and we use it a lot more than our Chat app.

Keep a remote team motivated and engaged through virtual bonding activities. Schedule regular video calls, virtual coffee breaks, and team-building games. Use collaboration tools for seamless communication. Celebrating milestones and recognizing achievements can also enhance team morale and foster a sense of belonging.

I think this depends on the remote team member's preferences. Some would rather have the time back to get more work done or get caught up on projects :)

Virtuelle Kaffeepausen: Plane regelmäßig eine kurze Kaffeepause ein. Keine Agenda, kein Druck – einfach nur plaudern. Kleiner Tipp: Bring eine lustige Tasse mit! Online-Spieleabend: Organisiere monatlich einen Spieleabend. Ob Quiz, Pictionary oder eine Runde Among Us – Hauptsache, es gibt etwas zu lachen. Und vergiss nicht, die Verlierer & Gewinner spaßig aufzuziehen! Gemeinsames Mittagessen: Bestell für alle im Team eine Mahlzeit nach Hause und esst gemeinsam virtuell. Pizza geht immer! Virtuelle Happy Hours: Einmal im Monat eine lockere Happy Hour nach Feierabend. Jeder hat sein Lieblingsgetränk, und man plaudert über alles Mögliche – außer Arbeit. Cheers!

Bonding is important whether working remotely or physically. Organizing virtual sessions can help your team members stay connected to each other and build trust.

Recognition is important for sure, but we take it a step further and create incentives and competitions for our sales team. All of them currently work remotely and they have shared it's tough to maintain motivation when they get hit with a slew of 'nos'. A leaderboard is an easy yet effective tool to keep them engaged and striving to meet their goals. We also have an internal chat that alerts the team when there is a sale so their team members can congratulate them and help keep the excitement high.

Recognition is the greatest motivation. Recognition could be in the form of an award, certificate, or even some bonus in salary. This shows that you value their efforts and contributions.

For those who strive for acceptance, this is a prerequisite for sustainable performance. For those who strive for less acceptance, it is important to recognise and take into account their inner drivers. This can be order, independence, influence, inner peace.

Öffentliches Lob: Startet Eure Team-Meetings mit einer kurzen Runde der „Oscars“. Jeder nennt jemanden, der diese Woche einen tollen Job gemacht hat. Ein kleiner virtueller Applaus, der Wunder wirkt. Belohnungen: Verteile Belohnungen, die zu den Werten des Teams passen. Wie wäre es mit einem „Home Office King/Queen“-Pokal oder einem Gutschein für den Lieblingslieferdienst? Anerkennung in Chat: Nutze die Team-Chat-Tools, um Erfolge öffentlich zu würdigen. Einen „Hall of Fame“-Kanal, wo jeder seine Highlights teilen kann, macht den Erfolg sichtbar. Persönliche Nachrichten: Eine kurze, persönliche Nachricht kann oft mehr bedeuten als ein allgemeines Lob. Nimm Dir Zeit, einem Teammitglied direkt für die großartige Arbeit zu danken!

I've been through the ups and downs of in person versus remote work, and no matter what the setup, having a foundation of trust will have exponential payoffs. This is really critical in a remote setup, because you can always allow that little voice of "what are they doing?" to creep into your mind. I've been using behavioral interviews for over a decade and you can pick out questions that fit what you expect the person to be doing. Dig into those and then your hit rate for getting the right person goes up, as well as your basis for trust in the person. I pick curiosity and being able to share results because they won't let a problem go and will provide updates freely. Because I get a flow of updates, I feel more confidence in them.

Moreover, I'd say it's nearly impossible to be an effective leader AND micro-manager, particularly with remote employees. It's incumbent on the company (hiring manager) to determine fit when bringing on a remote employee.

For those who strive for independence, this is indeed an important driver. Some people need the support of others, the exchange, the recognition from outside. They feel less comfortable in a prolonged remote situation, and their performance drops. One size does not fit all!

Train but trust. I tell them how I do things, but I also say, "If you know a better or more efficient way, by all means, go ahead." It shows respect; it shows I trust in their abilities. It also tells them I am not interested in micro-managing, which makes them feel better about pursuing new creative angles. Remote workers are remote because they enjoy the freedom that comes with it. If you follow up incessantly, it will breed resentment, and you will lose them.

Vermeide Mikromanagement: Anstatt hinter jedem Schritt Deines Teams herzujagen wie ein übermotivierter Detektiv, gib Ihnen Freiraum. Dein Team weiss, was sie tun. Überlasse ihnen die Verantwortung und beobachte. Werkzeuge und Unterstützung: Stell sicher, dass Dein Team die richtigen Werkzeuge und genug Unterstützung hat. Ob Software, Schulungen oder regelmäßige Feedback-Sessions – gib ihnen, was sie brauchen, und mache dann einen eleganten Rückzieher. So als wärst Du der freundliche Nachbar, der die Leiter hält, während sie die Fenster putzen. Ziele statt Aufgaben: Setze klare Ziele, aber überlasse Deinem Team, wie sie diese erreichen. Es ist wie bei einem Roadtrip: Das Ziel ist klar, aber der Spaß liegt in der Route, die sie wählen.

Managing a remote team effectively hinges on nurturing motivation and engagement through virtual means. Based on my experience as a LinkedIn influencer with a focus on team dynamics: Continuous Learning Initiatives: Provide access to online courses tailored to their roles. Implement weekly webinars on industry trends or leadership skills. Mentorship Programs: Pair team members with mentors who can provide guidance and support. This fosters a sense of growth & development within the team. Skill-Building Workshops: Host virtual workshops on new tools or techniques relevant to their work. These hands-on sessions encourage practical skill enhancement. A motivated team can thrive in virtual landscapes & contribute to long-term success.

Online-Kurse und Workshops: Stell Deinem Team Zugang zu Online-Kursen und virtuellen Workshops bereit. Von Projektmanagement bis hin zu neuen Programmiersprachen – alles, was das Herz begehrt. O'Reilly, Pluralsight, Coursera, Udemy...so viel es geht. Mentoring-Programme: Organisiere Mentoring-Programme, bei denen erfahrene Kollegen ihr Wissen weitergeben. Das ist wie ein Turbo für die persönliche und berufliche Entwicklung. Regelmäßige Fortbildungen: Plane regelmäßige Fortbildungssitzungen ein. Vielleicht eine Stunde alle 2 Wochen, in der sich jeder mit neuen Themen beschäftigt. Natürlich nur für diejenigen, die auch wirklich wollen!

Als Teamleiter ist es wichtig, auch mal Misserfolge, Unsicherheiten und Herausforderungen zu teilen. Wenn Du Schwäche zeigst, baust Du Vertrauen auf und fördern das Wachstum im Team. Erzählungen über eigene Fehler und Lernmomente zeigen, dass es in Ordnung ist, nicht perfekt zu sein, und schaffen eine offene und vertrauensvolle Atmosphäre. Zum Beispiel könntest Du eine Geschichte darüber teilen, wie ein Projekt nicht wie geplant lief, aber die daraus gewonnenen Erkenntnisse zu späteren Erfolgen geführt haben. Vergiss nicht, die Geburtstage Deiner Teammitglieder zu feiern. Ein Kollege von mir bekam einmal einen Kuchen geliefert – wir haben alle online zugesehen, wie er ihn genüsslich verputzte!

You have to engage them in one way or another. Call them every once in a while and let your team's individual members know if they're headed in the right direction. Texting and instant messaging also works. However, be sure to not overdo it. Otherwise it will start to look and feel like micro management.

There have to be regular occasions when all remote employees DO attend regular, organised team meetings to enable face to face interaction.

Leading a remote team has its unique challenges, but keeping them motivated is crucial. Here’s how I’ve managed to keep my team engaged: Foster transparency. When everyone is in the loop, it builds trust and inclusion. We use tools like Slack to keep communication open and frequent. Give team members ownership of their projects. I once delegated a critical project to a junior member, and watching them excel was incredibly rewarding. Celebrate small wins. Acknowledge achievements, even virtually, to boost morale. We have a dedicated channel for success shout-outs. Encourage work-life balance. Promote flexible hours and respect personal time. Remote work can be just as engaging as in-person when you prioritize connection and respect.