I volunteer as an HR and Recruiting Manager for a nonprofit organization that functions completely virtually. Before the COVID-19 outbreak this was already the reality for this organization that I work with. This organization works to create a comprehensive online resource database for LGBTQ individuals who are seeking asylum in the U.S. and Canada and need assistance to find legal aid, mental health help, and assistance with other basic needs. Because of the nature of this organization, it functions well in a completely virtual setting. Volunteers that help with the organization live all over the U.S. and Canada, and even in some other countries as well.
Once COVID-19 became our new normal, most businesses all over our country have had to adapt to this way of running an organization. Jobs that were once regular office jobs have suddenly become work-from-home. Along with this came the increased difficulty many organizations have begun to face of how to keep employees engaged in a remote setting?
Here are some things I have learned along the way in my position at a remote nonprofit:
1. Communicate. This is really the most important factor to successfully engaging your team in a remote work setting. Checking in every day with each member of your team, not just for updates on their progress or work, or to notify them of changes or other news, but also to check in on how they are coping with the changes and coping with the pandemic in general, all makes a huge difference. Not only does communication help everyone to stay connected in a general sense, it also gives people a sense of security and reassurance (Bradley, 2020). When there is too much quiet, people start to wonder what is going on and it gives off a general sense of unease (Bradley, 2020).
2. Encourage virtual social get togethers, to help replace the social moments that would have occurred in the work place when passing one another on the way to the bathroom or during breaks. These chance casual meetings are important for fostering creativity, innovation, engagement, and “cross-pollinating” talent (Crabtree, 2014). Encourage team members to check in on one other, maybe even assign checking-in buddies to keep tabs on one another’s well-being throughout the pandemic. I have found that it makes a huge difference in connectivity and engagement when I feel like I personally know my team members and can talk to them or reach out for help if needed. New members of a team or organization need this kind of help more than anyone else, as they are most at risk of feeling isolated to begin with.
The nonprofit I work with does monthly “coffee date” virtual chats where different members of the organization from different departments are assigned to a “coffee date” chat via a Zoom call, with the purpose of chatting socially and getting to know one another. After the meeting they introduce the other person to the rest of the organization via Slack, which is the app our organization uses to stay connected. They tell everyone what they have learned about the other person during their chat. This is a great method for keeping the organization connected across teams/departments.
3. Encourage questions and learning. Create an environment where employees are supported and applauded for asking questions if they don’t understand something or need help. Celebrate this to make employees feel that asking questions is valued and important, because it should be. This isn’t just needed at the beginning of the process in switching to working remotely either. Even now at this point, where we have already been going through this pandemic for some time, employees and team members are still bound to have questions about the direction and future of the organization, or how to find new ways to adapt to processes that do not work anymore. Encourage these types of questions and allow for suggestions and ideas to flourish in response.
4. Come up with an effective way to recognize employees virtually. There are several platforms that promote virtual employee recognition, including http://www.bucketlistrewards.com and https://bonus.ly/ (Eisenhauer, 2018). Do a little research and find a platform that works well with your organization’s goals and needs.
5. Make it easier to work collaboratively by utilizing collaboration tools such as Asana, for project management. Finding a way to make it easier to share documents, assign tasks, and keep track of who is doing what and their progress, makes it easier for everyone to stay on the same page and stay engaged with their coworkers and the organization (Eisenhauer, 2018).
We don’t know how long this pandemic will last but it could be around for some time still and there are ways to make the remote working situation much better than it otherwise could be, for everyone. These tips are just some of the ways to keep employees engaged and on the same page so teams and organizations can continue to function and succeed during this time of uncertainty. Don’t be afraid to start a brainstorming session within your own organization to come up with more ideas that will be helpful for your organization specifically, as each organization is different and has different needs.
References:
- Bradley, A. (2020). Maintaining engagement in a world of remote work. Public Finance, 5, 44–45.
- Crabtree, S. (2014). Can People Collaborate Effectively While Working Remotely? Gallup Business Journal, 3.
- Eisenhauer, L. (2018). Tech keeps remote workers engaged. Njbiz, 15.