The Gartner studies did not differentiate between how many people in theiur research work onsite with their leader or team, vs. how many work from remote locations around the world. But in my experience as a virtual team expert, people that work virtually can get very isolated, which exascerbates the lack of engagement at work.
How can a remote leader engage people that work from distant locations? Here are some best practices that work.
- Be sure to talk with each person on your virtual team by phone at least once a week.
- Make sure that some part of that phone call is about the person--his/her interests, family, vacation, career aspirations, and more. Pay attention and remember the personal information that they share with you.
- If you can't remember the personal details, use Outlook or a customer-relationship management software program like ACT to capture them. Begin the new phone call personally, such as, "How did your son do at the soccer tournament last weekend?" The personal touch makes people feel important and cared for.
- Be accessible in a timely way to people near and far. When remote people can't get in touch with you and other team members in a timely way, trust breaks down--and so does morale!
- Leverage a social media bio (SharePoint or Linked-in) to have people share information about themsevles.
- Leverage video--by mobile phone, web conference, tele-presence, etc., so you learn everyone's face and they learn yours. If the quality isn't great, be happy to have so many choices, and find the one that works best for your virtual team.
- Use a headset, not a speakerphone, when taking remotely. People that sound close, feel close.
Respectfully submitted
Jaclyn Kostner, Ph.D., Bridge the Distance, Inc., http://www.distance.com/
Providing traing to help you make your webinar (for training, presentations, and meetings) engaging, interactive, and fun!
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