It’s been more than a year since much of the world transitioned to remote workplaces, and it’s still unclear when employees will be back onsite in large numbers. At first, working from home may have seemed liked a nice change from the daily commute. But as time went on, many of us found ourselves missing the casual workplace connections we’d taken for granted. Without face-to-face interaction, it becomes harder to stay engaged. Here are a few ways to foster peer engagement in a remote workplace.
Stay Connected
It’s easy to feel disconnected from your colleagues when you’re working from home. Thankfully, there are plenty of ways to stay connected. While email may seem like the easiest form of communication, it doesn’t necessarily foster engagement. Technology has a come a long way, so mix it up. Use video conferencing, online chat channels like Slack and Microsoft Teams, and phone calls to create more engagement among your peers. Not only do these platforms allow for more consistent and quick communication, but they also create more of a connection because you’re seeing someone on your screen while having a conversation. Your peers will appreciate the chance to better connect and remain engaged as a result.
Recognize Your Peers
Many employees are going above and beyond during the pandemic to help operations continue as usual. Still, some haven’t gotten the recognition they deserve since much of the work they’re doing is no longer easily visible. Show your appreciation for your peers by thanking them personally, giving them a shout-out in an online forum, or sending an email to their manager and cc’ing them. Employees who feel appreciated will be more engaged. Taking the time to recognize your colleagues ensures that they will remain engaged with you and the organization.
Keep Them Informed
When you’re not in the office every day, you miss the side conversations that help keep you up-to-date on what’s happening in your department. Make sure that you keep your colleagues informed of the various projects you’re working on, any issues that may arise, and how they may be affected by the work you are doing. That way, your colleagues can see that you value them and their expertise, and want them to be a part of your work. In turn, they’ll respond by engaging with you to get the work done.
Check In With Them
Working from home seems to reduce everything to a quick transaction — just get what you need and move on. Instead of focusing solely on work when you speak with your colleagues, ask them how they’re doing. What special events are going on in their lives? By inquiring about their personal lives, you’ll show that you care about them as people, and not just about what they do at work. Your colleagues will be more engaged because they know you care.
Work on Special Projects Together
Many employees have felt isolated during the pandemic, and consequently less connected to their teams. This may be because their work doesn’t require a lot of interaction with the rest of the team, or because they thrive on interaction with others. To help counter this isolation, work on special projects with your peers. There are always projects that you never get to, or maybe new ones have come up as a result of moving to a remote workplace. Instead of taking the project on yourself, ask a colleague to work on it with you. This will ensure that you remain regularly engaged with at least one of your peers, and are open to working with others on more projects down the line.
Remaining engaged while working remotely is easy for some, and very difficult for others. By reaching out and connecting with your peers on both their personal and professional lives, you’ll create opportunities for connection and collaboration that will keep everyone from feeling disconnected. Engaged employees are typically happier and more productive. Connecting with your peers will help everyone — including you — be more engaged.
On Topic
Currently the chief diversity officer for the global technical and engineering consulting firm NV5, Dr. Henderson is a registered civil and geotechnical engineer in the state of California. His role includes oversight of NV5’s diversity and inclusion initiatives as well as directing NV5’s geotechnical, construction material testing, and observation services within Southern California. Dr. Henderson has been actively engaged in various civic, nonprofit, professional, and religious organizations throughout his career including, a lifetime membership with the National Society of Black Engineers (NSBE). A coauthor of several published technical papers, he received his PhD in civil/geotechnical engineering from the University of Pittsburgh. He also served as an infantry officer in the United States Army Reserve and Pennsylvania Army National Guard.
Well into a year of working remotely, some people feel disconnected from coworkers and their organizations. What are some ways managers can promote collaboration and interaction among team members and the larger work community?
Encouraging active participation (even virtually) as a group or team in a civic, professional, or volunteer organization promotes collaboration and interaction. A common goal can be identified, which can enhance bonds and teamwork and give employees a sense of purpose outside current circumstances. Another potential way to promote collaboration and interaction is encouraging participation in employee resource groups (ERGs).
Why is it important for employees to feel engaged with their team?
Developing an effective team can take years of effort. Engaged employees who have a clear understanding of their roles and responsibilities are vital for effectively advancing the members on any team. This engagement can provide purpose, which is a basic human need. A leader who recognizes this will have a better chance of keeping a thriving team together while minimizing employee turnover (which has its own issues).
What are some examples of peer engagement that work well in the current climate?
In any work environment it’s most important for employees to feel that their managers care about them and have a vested interested in their success. Treating a person with respect and dignity is the basis for any relationship. Honest communication (“open door”) and respect for boundaries between home and work life are also key.
Isolation is hard on everyone — even introverts. How can managers ensure that their direct reports are doing OK?
Active and consistent employee outreach through virtual one-on-one meetings or by phone is key. This interaction offers the manager an opportunity to be an active listener without pre-judgment, as everyone’s life situation is different. Virtual meetings provide a chance to identify issues early on so they may be addressed promptly.
