Employee engagement is crucialfor every team - but the ways to achieve it have changed. In the past, business leaders could put together pizza party lunches or invite everyone tohappy hour. That’s a lot more difficult with teams being more remote in today’s landscape.
However, employee engagement is just as important as it's always been. Teams that are highly engaged aremore effective, more collaborative, and more loyal to their employers. By focusing on employee engagement, managers can encourage their teams to be happier and stronger while creating a culture that is overall more profitable and productive.
If you have top talent that you want to keep, then ensuring their engagement - no matter where they are - is critical. In this post, we’re covering some of our favorite ideas for generating employee engagement in remote teams.
25 Virtual employee engagement ideas
1. Host all-company retreats
The majority of this list will focus on things that you or your employees can do from their virtual workplaces. However, the truth is that one of the most effective ways to increase employee engagement is to bring everyone together. Help your virtual employees to feel included, meet others within the organization, and experience the company culture in person. Once or twice a year is enough. The point is that employees have faces to put with names and creating a fun and informationalcompany retreatis the best way to do that. Need help with setting it up? Justcontact us at Surf Office!
2. Virtual coffee breaks
Create informal coffee breaks no matter where you are. Consider setting up an online chat each morning, or at a common break time like 3 pm. Employees who are ready to pause their work can log on with a cup of joe and enjoy some casual conversation with their colleagues. This obviously shouldn’t be mandatory, as the idea is to recreate the sort of impromptu coffee breaks that would happen within an office environment.
3. In-house employee introductions
Help remote employees to feel part of the team by making sure they get to know people who might be in the office. As part of your onboarding process, make sure to set up some video calls where you can “show” virtual employees around the office and introduce them to the people who work there. Simply set up a video call and have everyone provide an introduction and engage in some conversation. You may want to start with some simple icebreakers to get the ball rolling. Check out someconversation startersfor work orvirtual icebreaker gameson our blog.
4. House tours
You can’t be sure all employees will be comfortable with this (so ask in advance), but a home tour is a great way for employees to see each other as fellow humans and potential friends. In a video conference, ask each employee to walk around with their device and give a brief tour of their space. This is especially fun if someone has recently moved to a new city or new home. You’ll also need to give people plenty of notice since many individuals will want to tidy or put personal things away before such a tour.
5. Friday show and tell
Remember show and tell day in preschool? Recreate that by setting up a certain day each week or month - Friday is always a fun option - and encouraging team members to come to the call prepared with something they’d like to show off and tell everyone about. Ideas for what to share range from their newest gadget, a precious item, or something their children made, to a fun story about their latest adventures. You can always get people more invested by setting up a panel of judges and declaring a winner in each instance.
6. “Fireside chats” with the founder
It’s important that all employees have access to business leaders. They also need to feel like their voices are heard, whether they work remotely or in the office. For this reason, it’s a good idea to set up occasional meetings where the founder meets with remote employees. These can be short, informal video calls with no more than 5-10 people. Everyone should be introduced to the leadership on the call and have the opportunity to ask questions as well as be informed of any strategic updates.
7. Online training and professional development opportunities
Whether in-office or remote, all employees should have equal access to the type of training that can make them better at their jobs. Consider investing in online learning management systems where you can upload different training courses for your staff. Make sure everyone is clear on any company-mandated training and that they have the time to finish it. You may also want to choose other relevant training materials and provide paths to career advancement. Make sure your team is aware of whatprofessional development optionsthey can find online, and encourage them to take advantage of what is available. You can also set up an online approval system for getting funding or time allowances for training offered outside of your organization like specific seminars that are offered.
8. Obtaining feedback
If you want to know how things are going with your team, try just asking them. It’s essential that virtual employees have as much access to feedback - both providing and receiving - as other in-person employees. Ensure there isa system in place for giving feedbackto managers, as well as getting it on an annual cycle. Likewise, ensure that everyone is aware of this system and that it's covered in your onboarding process.
9. Multiplayer games
People are able to bond over games in a very unique way. The problem is, it used to be hard to actually play games in a digital space - but no more! Now, there are countless options for games that people can join from all corners of the world. Call of Duty: Mobile, Words with Friends, Heads Up, Minecraft, and many more. Research ideas based on what interests your team and make a few suggestions about what might be played online.
10. Provide a home office stipend
If you want to make people feel truly at home while working there, then putting your money where your mouth is will be extremely helpful. Consider offering a stipend for new remote employees, or institute a program where all virtual employees get a certain amount. This way, staff can invest in higher quality chairs, the monitors they like, and perhaps even new picture frames to surround themselves with. It can be a lot of fun to pick out new and matching accessories for your desktop. Give your team this privilege by coughing up some money for a home office program.
11. Invest in employee recognition
You need to recognize a job well done, no matter where it happened. The truth is that many people suffer from imposter syndrome, where they simply feel unqualified for the work that they’re doing. This can really hurt confidence and innovation. For that reason, you should make a point of recognizing great work, or even instituting a program where everyone in the organization can recognize others. You might want to opt for an HR software that can manage these processes for you. That way you’ll have built-in performance management and employee feedback tools. Use these platforms to get valuable information about accomplishments and achievements, and thenbe generous with praise and rewardsfor all employees.
12. Allow autonomy in scheduling
One of the biggest benefits of working remotely is the ability to have a somewhat flexible arrangement. Make sure to grant your remote workers this benefit and encourage them to adapt their schedule to accommodate their personal lives (as much as possible). As long as your employees are getting their jobs done on time and well, encourage them to pick their own working hours. By letting your employees have this freedom, you will build a sense of respect and trust. Obviously, this isn’t possible in all fields or roles, but you might be surprised how flexible you can be without impacting work outcomes. It’s worth giving it a try and seeing what can be done!
13. Facilitate peer-to-peer feedback
Sometimes feedback from peers can be more meaningful than that from management - it doesn't need to go simply from the top down. Plus, people often consider feedback from their peers to be more relevant and honest. Start up a peer recognition program where people can recognize the hard work of their colleagues without leaning on management. Then you can read the nominations or hand out praise at your next team or company event. Make sure to act on the praise that people end up submitting. Public recognition is a powerful motivator for some people.
14. Offer remote employee benefits
If you enjoyoffering perksin the office, then you know how the small things can be a big deal. However, people that aren’t in the office don’t get to take advantage of things like a snack cupboard or lunch and learns. Instead, offer perks that are valuable to someone working from their home. Look into state-specific healthcare insurance, offer allowances for groceries or gift cards for local restaurants, or subscriptions for Netflix or HBO. This will necessitate a chat with your finance department to see just what you can afford, but even small gestures mean a lot (for example, even a bag of high quality coffee beans can make someone more cheerful about making their daily cup).
15. Acknowledge world happenings (and how they affect your team)
There are many things going on in the world that are unprecedented, and affect people in a variety of ways - at least, it might affect their mental health as well as their day to day. Make sure to begin conversations by asking “how are you doing?” - and genuinely caring. If you’re in an area that has been in the news, whether for a natural event or tragedy, make sure to start each conversation for the next few days by making sure everyone is ok. One tip: make sure to lighten the mood and get down to business once everyone has shared their feelings. We suggest turning to someZoom icebreaker gamesorvirtual team-buildingactivities to help everyone connect.
16. Walking one-on-one
Next time you have a one-on-one conversation scheduled, why not suggest that each of you put in some earphones and take a walk? You can also use the time to show what’s around you, such as your neighborhood. Walking is great for getting fresh air and physical activity, and it ensures that you aren’t distracted from the conversation at hand.
17. Kid-friendly conference call
If you’re a parent, then you know that keeping your children entertained while you work is not always easy. Rather than fighting the kids off, embrace their interest and have a conference call where family is welcome. Try setting up a conference call where employees’ kids can connect. This will give them a break from boredom, help them to feel involved, and pique their interest in your work. It’s a good way to blend family and work life, which is one of the most important aspects of remote work for many.
18. Create effective remote onboarding
A remote onboarding sets the stage for the overall arrangement and work experience. We suggest using an HR platform that can manage the onboarding process effectively, and be used as a common ground for when people have questions or need resources. Start by creating a program that has goal tracking for 30, 60, and 90 days. Schedule video calls and other check-ins so that you can connect on a personal level and exchange feedback. Make sure there are links available to the main sites and assets that they’ll need, and that they have a clear contact to talk to should they have any issues. It’s also a good practice to set up onboarding phone calls with an agenda to go over digital documents, and make sure to allow plenty of time for questions. No matter where employees are, they should feel “in the loop” and know who to talk to or where to go if they have questions. This will set everyone off on the right foot from the beginning. Make sure to read up on general best practices formanaging virtual teamsand handlingremote team communicationas well.
19. Support mental health
Strong mental health is an important aspect of employee engagement as well as overall happiness. The HR department of the company you work for can be a surprisingly big role. Considersetting up programsfor things like meditation exercises or daily stretching, which people can join from home. Additionally, you want to make sure to offer plenty of resources for people who might be struggling. Make sure to promote and remind employees of any mental health (or general wellness) benefits that your company offers. Employee Assistance Programs (often called EPA) can be really beneficial for your staff, if they know about what they actually have access to.
20. Foster open communication
The general culture of the company plays a key role in how communicative people will be. Start by asking employees to give feedback on the onboarding process or their day to day activities. You may want to set up a program where people can submit information anonymously. The important part is that people feel supported and able to share their real opinions. Just as important, make sure to use the feedback you receive to improve your team or your organization. This shows your employees that you truly care about their opinion and their wishes. That will lay an important foundation for communicating effectively throughout your team.
21. Establish clear performance goals
One cornerstone of an effective working relationship is having realistic and attainable goals. As a new employee begins work, make sure to sit down with them as part of their onboarding process and go over exactly what you expect and what success looks like. Set goals for 30, 60, and 90 days, and make sure they are specific and measurable. Work alongside your employees to document these goals and then check in on them periodically. Without clear goals, or by keeping objectives vague, you’re doing a disservice to your staff.
22. Up the ante on employee gifts
Most people genuinely enjoy receiving gifts. Have you taken stock of what items you have given your staff recently, and if they truly want those things? Physical gifts are a great way to recognize and reward employees, and they make a nice touch around special occasions or holidays. Try to find gifts that appeal to a broad range of interests and demonstrate true appreciation. If you really want to step up your gifting game, consider putting together a custom catalog that employees can choose from. Or, you can use an online platform to track points that employees can use for a variety of gift cards, electronics, and much more. Carefully think about the needs and interests of your team and then put some options in place that would be meaningful to them.
23. Host a virtual appreciation event
Dedicate a day toappreciating your most valued employees. Plan ahead and put real thought into an agenda for the day. Some things you might want to include are a delivery of sweet treats, a personal handwritten message for each team member, an online “yearbook” or other team memorabilia, or even a small stipend that employees can use to buy lunch that day.
24. Create friendly reminders
In the whirlwind of work, it can be easy to lose track of various things throughout the day. This is especially true for people who are not in the office and therefore don’t get the natural reminders that come from people going to and from. Make sure to have several reminders put in place for virtual events so that no one forgets. You don’t want to go overboard and be obnoxious, but it can be helpful to make sure everyone is in the loop and up to date.
25. Plan friendly competitions and challenges
Many people have a competitive edge, and bringing it out at work can add fun to everyone’s day. Whether you pick a virtual trivia showdown or a friendly walking challenge, a little challenge is great for sparking excitement andincreasing engagement. Many companies choose toput together wellness or fitness challenges, but you can come up with a contest based on any of the interests of your team members. Create a digital dashboard where people can view updates and see who is in the lead, and hold regular check-ins where people can discuss updates and progress.
Lean on team retreats for extra engagement
As mentioned at the beginning of this article, very few things can take the place of face to face interaction. Though much of the digital world makes engagement across the globe possible, there is no substitute for arranging facetime amongst your employees.
Planning a team retreat at least annually is a good way to get everyone in the same place where they can socialize, learn together, and get company updates.
If you aren’t sure where to start,reach out to Surf Office. We help companies with virtual staff to executeteam retreatsdesigned for remote teams.
