It goes without saying that remote work has numerous advantages for both employers and employees. Employees have the flexibility to work from any location, and employers have access to a worldwide talent pool.  

However, from my experience as an HR manager of remote workers, I have discovered that there are some drawbacks to working remotely. As they may frequently miss out on social gatherings like team lunches, birthdays, and casual conversations. This may cause remote workers to become disengaged and lose their sense of belonging.

HR executives are trying to find innovative ways to keep their remote workforce motivated as a result of the work-from-home lifestyle. Managing remote teams adds another complication to the already difficult task of engaging staff.

Are you searching for remote employee engagement tactics that will elevate your business culture? This piece has got you covered, so don’t worry. I’ll provide you with some enjoyable and a number of Best Practices for Virtual Employee Engagement in Remote Teams.

What is Remote Employee Engagement?

Remote employee engagement is the dedication that remote workers have to their company, their objectives, and their coworkers on an emotional and psychological level. It entails creating a sense of connection, drive, and shared purpose across distances and goes beyond simply being able to remain productive when working from home.

In order to boost engagement among remote workers and make sure they feel essential to the team despite their physical distance, organizations must foster a sense of connection. This is because people are motivated and driven when their positions are in line with the company’s aim. To make up for the lack of face-to-face encounters that are a natural part of a traditional office setting, I recommend intentional communication techniques.

Why is Remote Employee Engagement Important?

Here are the reasons why remote employee engagement is important to the growth of the company and the workers themselves:

#1. It Increases Overall Productivity

Employees who are engaged tend to be more committed to their work and more eager to go above and beyond to support the success of their company. Employee engagement is higher among remote workers who feel appreciated for their efforts and hard work. Higher retention rates result from this, which has a big impact on the long-term success of your business.

#2. It Improves Employee Retention

A research study by Gallup found that highly engaged remote employees are 43% less likely to experience burnout, which directly impacts their likelihood of staying with a company. However, employees who feel disconnected from their team or company are three times more likely to consider leaving within the year.

This means that both in terms of money and productivity, replacing staff comes at a great cost. Therefore, your business can maximize revenues, worker morale, productivity, company culture, and customer happiness when it places a high priority on employee retention. Employees who are engaged tend to be more dedicated to their company and feel more excited about their work, which lowers turnover.

#3. It Leads To Employee Job Satisfaction

A 2023 report by Buffer found that 91% of remote workers rate flexibility as the biggest advantage of working remotely, and this flexibility greatly contributes to job satisfaction.

Given that job satisfaction has a significant impact on employee engagement, remote workers may have higher levels of job satisfaction than their in-person colleagues.

Furthermore, remote workers’ disengagement might cause them to feel alone and disconnected, which can then have an impact on the cohesiveness and cooperation of the team as a whole. For this reason, I always interact with my remote workers during virtual meetings. I try to understand their fears and realign their mindset with that of the company’s goals. I assure you, it is an effective tactic.

Best Practices for Virtual Employee Engagement in Remote Teams

Finding innovative ways to engage remote workers is a part of my job as an HR manager of a remote workforce. Therefore, I will show you the best strategies to make your remote staff feel as much a member of the team as those in the physical workplace. These practices will leave them engaged in their work, communicate well, and feel good about what they have contributed to the organization.

#1. Establish a Connected Company Culture

Workers frequently have a sense of belonging to the team they work with. The tone of a friendly workplace that values each and every employee should be created by managers.

You can encourage employees to spend a little time chatting casually at the beginning of a meeting while you’re waiting for someone to join the call. This can help them to know one another on a more personal level.

#2. Organize Online Events and Classes

Organizing events to involve remote workers can also be beneficial. Every team is as distinct as its members. What suits one group might not work for another.

Some groups may take part in online treasure hunts or quiz contests, while others will share their love of books, take virtual cooking classes, or paint. This is a great method to celebrate a goal or lift everyone’s spirits if the team has been feeling down.

#3. Give Team Members Access To The Company Intranet.

Since the intranet is the primary means of internal communication for the majority of businesses, making sure that all team members have access to it and can participate is another best practice for involving remote workers. Workers can use it to read corporate news and engage in coworker communities.

Additionally, an intranet serves as an online repository for corporate knowledge. A remote worker can discover the answer to any questions or concerns they may have.

#4. Maintain Consistent Communication with Remote Workers

Most managers only communicate with their remote workers when it is time to offer feedback on their work. MIT Sloan Management Review stresses the importance of maintaining a human connection through video calls to bridge the gap created by physical distance.

Therefore, I will advise that managers must instead make it a point to formally check in with team members on a regular basis and establish clear expectations and objectives for work. It’s also critical to promote two-way communication so that remote workers can seek assistance before a small setback becomes a major issue.

#5. You can Schedule Virtual Coffee Breaks

Psychologists and organizational behavior experts recommend facilitating informal communication through virtual coffee breaks, games, or other social activities.

A virtual coffee break: what is it? These are quick video calls that last between 15 and 30 minutes. To ensure that everyone has an equal opportunity to participate, a virtual coffee break might be planned ahead of time.

#6. Recognize Staff Accomplishments.

Recognizing employees and their achievements can raise staff morale, inspire them to continue being productive, and drive them to deliver top-notch work. Note that 81.9% of workers agreed that receiving credit for their work increases their level of commitment. Employees who are engaged are more inclined to go above and beyond for the business, producing better work and higher levels of productivity.

This tactic increases productivity, loyalty to the business, and individual employee engagement. Additionally, it results in increased rates of retention.

#7. Use Remote Employee Engagement Surveys to Develop Connections

Are you aware of the difficulties that members of your remote team are facing? Regular employee engagement surveys are one of the finest ways to get a general understanding of them. The findings will indicate whether any problems require attention. 

Furthermore, it allows employees to freely express themselves. In a team meeting or even in a private conversation with their manager, they might not feel comfortable doing so. Managers can address any concerns quickly by routinely sending out surveys to gauge remote workers’ job satisfaction. 

#8. Encourage them to Pursue Side Projects or hustles

One effective strategy to increase employee engagement is to let them work on side projects for a set period of time, as long as they meet the objectives of the business. This policy keeps workers enthusiastic about their primary responsibilities and promotes greater business innovation. For example, employees at companies like Google are permitted to spend 20% of their working hours developing new products that are not related to their job duties. 

#9. Request Feedback from Remote Workers

It’s critical to pay attention to and make sure that employees are heard. It is straightforward but efficient to ask remote team members about their schedule, how they plan to meet team goals, what they believe should be done to improve their jobs, and other topics.

#10. Provide Assistance and Training to New Hires

A new hire can ask a coworker at a neighboring desk for assistance if they are having problems in the office. If a new remote worker has an issue, the same isn’t the case, as they could find it difficult to feel among themselves.

To ensure that the onboarding process includes extra communication to make new hires feel at ease, a few simple actions can be taken. Remote workers should have instant access to customized training materials and software, as well as the name and contact details of one or more persons they may contact with any queries or issues. Additionally, managers should make sure they have all the instruments and supplies needed for their job.

#11. Show Concern for Remote Workers

Developing positive working relationships with remote workers is crucial. You can do this by:

• Respect their time by making sure you are not interfering with their family life or extracurricular activities by checking the local time before reaching out to them for a talk.
• Find out if they are experiencing unusually high levels of stress and how they are handling their workload.
• Discuss the various coping mechanisms with the worker to help them prevent burnout.
• Sending a nice message or present to remote workers on their birthday each year. This will help them remember their day.

#12. Allow Remote Employees to Make Decisions

Giving remote workers the authority to make decisions related to their work is one of the best ways to keep them engaged. One of the best methods to increase engagement is to let people put their ideas into action while continuously updating their team leaders. According to SHRM (Society for Human Resource Management), empowering remote employees to make decisions can reduce the need for micromanagement, which is often counterproductive in a remote setting.

An employee will feel more empowered at work if they can complete their tasks with some degree of independence.  

How Do You Keep Remote Workers Engaged in Virtual Meetings?

A well-executed online meeting or presentation can be equally as successful as one that is held in person. For this reason, I will share insights from various HR experts on the best practices for running a productive online meeting. We will go over several strategies for maintaining participant interest in online training sessions.

#1. Use Video: 

Video can be an effective strategy to maintain participants’ interest during online training sessions delivered by instructors. It offers visual aids that can improve understanding and retention and help break up the monotony of a virtual training session.

The use of video in virtual meetings has been promoted by renowned HR thought leader Josh Bersin as a means of improving communication and building relationships amongst distant teams. According to Bersin, video chats increase trust, engagement, and nonverbal communication—all of which are critical in distant work environments where workers could feel alone.

Here are some ideas for using video to encourage participation:

• Encourage the use of “camera on” to establish a personal connection.
• Utilize videos to illustrate topics and procedures: Including videos in training might assist in making it more dynamic and interesting. Employees may find it simpler to comprehend and remember the material as a result.
• Make the training more accessible and interesting for participants by using videos to demonstrate real-world applications of the principles being taught.
• They can go back and study any information they might have missed if the session is recorded and made available for subsequent viewing.

#2. Set Time For Asking Questions.

Leaving the final ten minutes of a meeting for questions is one of the most crucial elements of virtual meetings. There will be many questions once you’ve spent time reviewing your objectives, obstacles, and major victories.

Renowned HR specialist Laszlo Bock, a former Senior Vice President of People Operations at Google and co-founder of Humu, highlights the value of allowing staff members to raise questions during meetings. Bock supports organized Q&A sessions in meetings to encourage openness and provide staff members with a free space to express worries or ask questions about various subjects.

#3. Maintain A Strict Schedule And Routine.

Online meetings must follow a strict schedule and agenda, and you must oversee all activities. Avoid holding meetings with too many people and keep them as brief as possible. Make sure to encourage participation. Meetings that last more than an hour and a half will lose participants’ interest.

The well-known author and HR specialist, Patrick Lencioni, emphasizes the value of a well-structured agenda in order to maintain meetings on schedule and within time constraints. According to Lencioni’s book “Death by Meeting,” ineffective meeting management can result in time wastage and alienation. In order to guarantee that meetings are fruitful and don’t drag on needlessly, he promotes the use of precise goals, time constraints, and the self-control to adhere to the agenda.

#4. Be Ready.

Naturally, make sure your setup, tools, and content are ready. In the event that your primary medium fails, have a backup phone. To find out how you come across as a host or co-host, check your lighting and run through it in advance.

HR specialist and workplace adviser Katherine Graham-Leviss stresses the value of readiness for success in remote employment. She promotes planning ahead by drafting thorough agendas, testing technological tools prior to meetings, and clearly outlining expectations for all attendees. Being organized can help remote meetings go more smoothly, boost participation, and prevent misunderstandings.

#5. Make Use Of Dynamic And Interactive Content

One tactic to keep participants interested in virtual training or meetings is to create dynamic and captivating content. 

Furthermore, experts from Forbes also stress the importance of dynamic content, especially for maintaining remote workers’ interest. To make virtual meetings feel less like a monologue and more interesting, they advise combining visual aids, storytelling, and audience participation tools (such as chat, polls, and reaction buttons). 

#6. Set Firm Expectations From The Start

Setting expectations can be achieved, for example, by informing participants of the duration of the session, the subjects that will be discussed, and the methods for interaction and question-asking.

Furthermore, establishing guidelines that promote involvement and discourage distractions is also crucial. Asking participants to turn off their phones or refrain from multitasking during the session, for instance, can help keep them engaged and focused. Participants can better prepare and be more attentive during the virtual training session if clear expectations are established beforehand.

#7. Encourage others to answer questions.

Some people see the camera as a barrier and thus refuse to participate in the meeting. “David, what do you think about our new policy?” is a far better question than “What do you all think?” You should regularly ask attendees for their opinions.

Renowned Harvard Business School organizational behavior expert Amy Edmondson supports asking people to respond to questions during virtual meetings, particularly in remote or hybrid settings. She stresses that leaders may promote participation, establish trust, and create a more inclusive and dynamic meeting environment by asking people directly to respond to questions.

#8. Organize “roundtable” meetings.

Make sure everyone is in decent lighting when they are on camera, and be prepared for everyone to participate in meetings. Instead of holding informational broadcasts, I’ve had great success holding roundtable sessions. This is beneficial because when everyone feels appreciated and involved, businesses frequently function more effectively.

Livestorm.co writer Brillixa Herdhiana offers her opinion on roundtable discussions:

• Instead of agreeing on a single subject, attendees can express their own distinct viewpoints.
• There is no rigid narrative, so open and honest discussions are encouraged. All other participants can contribute equally, but moderators are in charge of keeping the discussion on topic.
• There are many learning opportunities, and participants can apply what they’ve learned to address actual situations.
• After the session, attendees might have fresh ideas for solving enduring issues.

#9. Begin By Warming Up.

A productive online meeting begins on schedule and includes a brief warm-up. Before getting into the main points of the program, individuals who may have experienced technical difficulties can connect for a few minutes within the first five minutes, which also allows for more informal interaction.

#10. Make A Purposeful Agenda.

Make sure the attendees will find the agenda meaningful. Sample Agenda for a Virtual Roundtable Meeting

1. Welcome and Introductions (5-10 minutes)

• Briefly introduce the moderator and participants.
• Set the tone for the meeting and outline the purpose.

2. Overview of the Agenda (5 minutes)

• Present the agenda items and objectives for the meeting.
• Explain the expected outcomes and how the discussion will be structured.

3. Discussion Topic Presentation (10 minutes)

• The moderator introduces the main topic, providing context and relevance to the audience.
• Share any relevant data or insights that will inform the discussion.

4. Open Discussion (45-60 minutes)

• Encourage participants to share their thoughts, experiences, and insights related to the topic.
• The moderator should facilitate the conversation, ensuring everyone has an opportunity to contribute and keep the discussion on track.

5. Interactive Polling or Q&A Session (10-15 minutes)

• Use polls to gauge participant opinions or gather feedback on specific questions related to the topic.
• Allow time for participants to ask questions or clarify points discussed.

6. Summary and Key Takeaways (10 minutes)

• The moderator summarizes the main points discussed and highlights any actionable insights or conclusions.
• Encourage participants to share their final thoughts.

7. Next Steps and Closing Remarks (5 minutes)

• Discuss any follow-up actions or future meetings.
• Thank participants for their contributions and close the meeting.

#11. Activate the Microphones.

In certain meetings, having everyone keep their microphones on is incredibly beneficial. Therefore, you can take note of spontaneous feedback like, “Hmm, yes, no,” etc.

Unmuting microphones during virtual meetings encourages real-time cooperation, according to learning and development specialist Julie Winkle Giulioni. Employees feel more engaged, valued, and capable of contributing to the discussion when they are encouraged to speak up during meetings by unmuting their microphones, according to her.

#12. Reach Out at Intervals

A straightforward but efficient strategy to maintain participant engagement during virtual training is to communicate at intervals. During and after the course, this can be accomplished through a variety of communication methods.

Use these simple yet powerful techniques to reach out:

• Requesting answers in the conversation
• Providing your audience with surveys
• Responses to turning the camera on or off

#13. Assign Minor Assignments.

Give them brief assignments, such as research or announcements. They will feel like participants rather than merely audience members, and this will help them stay focused so they know when it is their moment to speak.

During virtual meetings, I give my remote workers tasks like:

• Creating the link for the next virtual meeting
• Checking up on other workers before meetings
• Creating and drafting an agenda for the meeting
• Taking notes and minutes, etc

#14. Reduce Meeting Times In Half.

Reduce the time you spend on regular meetings to half the regular time. Working remotely entails even more work—because of that, we need more time on our hands to do things. Meetings should not be a burden. We just need to check in with one another and get things done since time is so precious.

Conclusion: Remember To Measure the Engagement Level Of Your Remote Team

Ultimately, it’s critical to have a procedure for genuinely gauging the level of engagement among your remote workers. For those who have never done it before, surveys are the most effective tool for gauging employee engagement.

Here are some example survey questions specifically designed to gauge engagement among remote workers. These questions cover areas such as communication, job satisfaction, recognition, support, and overall engagement:

i. Job Satisfaction and Engagement

• On a scale of 1 to 10, how satisfied are you with your current role?
• How motivated do you feel to perform your best in your role?
• Do you feel your work is valued and appreciated by the organization?
• How likely are you to recommend this company as a great place to work?

ii. Communication and Feedback

• How often do you have meaningful interactions with your manager?
• Do you feel informed about company updates, changes, and goals?
• How would you rate the effectiveness of communication within your team?
• Do you feel comfortable voicing your opinions and concerns to your manager or team?

iii. Connection and Belonging

• Do you feel a sense of belonging within the organization?
• How connected do you feel to your team while working remotely?
• Are there enough opportunities for social interaction with colleagues?
• How would you rate the company’s efforts to keep remote employees connected?

iv. Work-Life Balance and Well-being

• Do you feel you can maintain a healthy work-life balance while working remotely?
• How often do you feel stressed or overwhelmed by your workload?
• Are you given flexibility in managing your work hours?
• Does the company support your mental health and well-being needs?

v. Growth and Development

• Do you have access to learning and development opportunities that support your career goals?
• Do you feel the company invests in your personal and professional growth?
• Are you satisfied with the career advancement opportunities available to you?
• How would you rate the frequency and quality of feedback you receive?

vi. Recognition and Appreciation

• How frequently do you receive recognition for your work?
• Do you feel your achievements are acknowledged and celebrated by the organization?
• How satisfied are you with the company’s recognition and rewards programs?
• Do you feel appreciated by your manager and peers?

vii. Tools and Resources

• Do you have the tools and resources needed to perform your job effectively?
• Are the company’s communication and collaboration tools effective for remote work?
• How would you rate the technical support provided by the organization?
• Do you encounter any barriers that prevent you from being productive while working remotely?

viii. Overall Remote Work Experience

• What aspects of remote work do you find most challenging?
• How would you rate your overall experience with remote work?
• Do you feel the company has adapted well to remote work?
• What, if anything, could improve your remote work experience?

Open-Ended Questions for Additional Insights

• What do you feel could be improved to make you feel more engaged as a remote worker?
• What has been the biggest benefit of remote work for you personally?
• Are there any other ways the company could support your work-from-home experience?
• What motivates you to stay with the company in a remote work setting?

These questions can help organizations assess how engaged their remote employees feel, identify areas for improvement, and understand which aspects of remote work are working well.

In the end, make sure you’re using the right metrics, such as the ones stated in this article on Top Employee Engagement Metrics for Improving Workplace Culture.

Related Articles: 

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How to Become an Effective Human Resource Manager in 4 Steps

Performance Management Solutions for Companies with Over 25 Employees

References:

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