There’s something to be said for resiliency in the workplace. Resiliency means that despite the bumps that can occur, managers and employees will work together to resolve them for the good of their team and the company as a whole. And resiliency is particularly important for remote teams, because they lack what many in-office workers take for granted—that face-to-face time that can bind workers together and help keep up the camaraderie.
In the Fast Company article, “7 Habits of Resilient Teams,” resiliency is redefined for traditional office workers. We’ve tailored their tips for our Remote.co audience!
If you want to have resilient remote teams, here are five habits that will help get you there:
1. They encourage interaction.
There’s no denying it. Isolation is a common occurrence when it comes to remote workers. Without having an office space to show up to each day, workers can potentially become disengaged from each other and the company, too.
Since it’s important to create team engagement in a remote environment, many managers put this as a priority in their management style.
Resilient remote teams encourage interaction among their workers, whether it’s providing a plethora of communications tools to help connect with each other, or offering annual company retreats designed to reconnect workers and build better bonds.
2. They keep employees up to date.
The dissemination of information is crucial to a remote company’s success. When updates are not given in a timely manner, or worse, when information is withheld from workers, it can create a sense of distrust amongst team members.
To build strong bonds—and the ability to be resilient—it’s imperative for remote companies to share newsworthy info and updates as they happen. Otherwise, this can further add to a disconnect that can occur with remote companies and their employees.
3. Managers model positive behavior.
Good (and bad) behavior is contagious. So when a manager’s attitude, well, stinks, it’s going to have a ripple effect upon the rest of the employees—and not a positive one. From dealing respectfully with workers to offering conflict resolution between two employees, a manager is really the mirror upon which other employees will act. Remote teams can be resilient when their managers and other top-level execs exhibit positive behavior.
4. They address issues immediately.
It’s never a good idea in business to see a problem and hope that it just works itself out. And when it comes to remote companies, resolving problems as they happen is the way that teams survive—and thrive.
Whether it’s dealing with an MIA worker, a miscommunication between two colleagues, or a mistake made, resilient remote teams deal with their issues immediately, and always with the best interest of those involved, as well as the company, in mind.
5. They continually nurture their team.
Sure, you took the time during the hiring process to source the best possible remote talent out there. That doesn’t mean that your job is done, though.
Remote workers need continuous cultivating in order to bring out the best in them. Reward your employees for a job well done, offer constructive (and timely) criticism when needed, and take the steps to further develop both their work skills and the soft skills that will make them better remote workers.
Building a resilient remote team is not a one-time deal. It’s something that is continuously developed over time, so that managers and employees alike can handle any potential problems, just like a regular in-office team would do.