Technology and Innovation

What does the concept of “team” mean for today’s remote and hybrid enterprises? Many workplaces now operate with dispersed teams. With the criticality of teamwork to execute company initiatives and projects, how teams function in the evolving Future of Work environment will likely have lasting implications on work culture and business success. Thus, it is imperative that organizations consider how their teams are designed and how collaboration occurs. Coupling team systematics with technologies that facilitate and encourage collaboration helps unify remote and in-person team members. Let’s take a closer look at what that means.

A Growth in Interdependence and Unity

The pandemic helped propel a shift in how employees work together and collaborate. With most people working from home for more than two years now, there was a need to almost over-communicate. Workers found themselves frequently video conferencing with team members whom they had only exchanged emails with in the past. Yet, despite the circumstances, teams accomplished their projects successfully and executed their goals.

A byproduct of this experience was greater team interdependence and cohesion. There was a feeling of “we’re all in this together” — a necessity for today’s dispersed teams post-pandemic. However, it is one thing when nearly everyone in the company is remote, compared to being one of a few working virtually. Without that sense of team interdependence and belonging, it can feel as if you’re working on an island. Companies and business leaders must recognize that the Future of Work means maintaining team unity regardless of where members are located.

So much of our work is team based. The pandemic already demonstrated that all-remote teams can be successful. Whether it’s remote or hybrid, we’re all individuals contributing to the collective success of the team. During an interview with Protocol Workplace, Kat Holmes, senior vice president of UX and product design at Salesforce, shared, “The way we reward employees or recognize employees is still very much built on this individual model of, ‘What impact did you have this quarter? What individual outcome did you accomplish?’

“The truth of it is, ‘Where did people contribute to you, and how did you contribute to other people’s success?’ That’s a shift that’s deeper than just the language of it. It’s really in framing what it means to be a successful team in a virtual environment,” Holmes said.

Bridge Remote and In-Person Team Members  

How can teams build interdependence and unity among remote and hybrid team members? Here are a few ideas.

• Schedule time when everyone meets. For many teams, especially those that are cross functional, it can be challenging to schedule meetings that work for everyone’s calendar. However, the opportunity to interact virtually and be visible cannot be understated. For large teams, strive for a once-per-month all-team meeting to communicate progress, challenges, and upcoming milestones. Recognize those contributors who went above and beyond to help the team achieve its goals. Smaller teams or those specific to certain aspects of a project or business unit are known to meet daily or weekly for briefings. Communication should be deliberate and concise to ensure discussions remain relevant and within the specified timeframe.
• Meet in-person as a team or company. Having the opportunity to meet in-person with team members enhances that sense of connectedness. A Canadian company, for example, had several employees based in Phoenix. Those workers often met for in-person collaboration and activities. Another company that was fully remote held two staff retreats (for those employees located east and west of the Mississippi). The company paid for the flights and accommodations for all employees citing that in-person retreats were essential to unify workers and build community among the staff.
• Decide on a communication system. Regardless of team size, it is important to have a hierarchy of how information is communicated and prioritized. Gregory Ciotti from Help Scout shared how the company prioritizes and communicates specific messages. When do you use Slack versus email? Quick messages with questions or project updates are done as a chat message in Slack. For questions that require a longer explanation or supporting material and are not time-sensitive are communicated through email. Any lengthy team updates regarding bi-weekly or monthly metrics are posted on Slack’s virtual bulletin board. The communication hierarchy ensures that inboxes are not overloaded and that critical information is not overlooked.
• Spark spontaneity. One aspect of in-person interaction now gaining attention is that of social spontaneity. Serendipitous moments walking by a team member or meeting at the water cooler leading to insightful conversations are lost for remote employees. Or are they? In an interview with Sococo, Pilar Orti, director of the remote work training company Virtual, not Distant, promoted the idea of social rituals to build team culture. Whether it’s a virtual coffee break or lunch, or an activity where everyone participates is an opportunity to socialize and share ideas. “Having ideas and innovating are slightly different. We can have spontaneous idea generation,” Orti says. “The online world is much better for that than the co-located because you can have asynchronous online spaces where people can post their ideas as they come up.”
• Choose technology tools that solve a business need. There are technologies for nearly every aspect of communication and collaboration. However, choose technology that solves your specific business need. For example, need a collaborative solution where all team members can track project progress and review associated files? Then Basecamp could be the answer. Looking for a video-sharing solution with collaborative tools? GoTo Meeting may be an option. Virtual whiteboards like MURAL bring remote and in-person team members together for innovative ideas.

The Future of Work movement dictates that teams are going to have distributed members that need a feeling of connection and belonging. Business leaders must recognize this fact or risk having an environment that lacks accountability and cohesion. Now is the time to design a team atmosphere with success as its cornerstone.