Limit e-mail, instead use real-time, in person communication tools such as Skype, Zoom, etc., or even the old fashioned phone. Discuss and ask specific questions about work related items such as what they are working on, what they have accomplished in x amount of time, whether they have any challenges and if so how you can help.Some leaders consistently interact with those they most easily connect with but may not as readily think of others.
Ensure that everyone gets that attention. Just to say hi and check how they are doing.Have regular check ins with individual team members.It can be scheduled ahead of time or impromptu, just like you might invite a team member to grab a coffee with you while walking by their desk. Find ways to start each day with positive energy and a sense of community.Įstablish virtual coffee chats with individual team members. Share funny videos, do some riddles and brainsteasers, put music on in the background. Simply ask, ‘how are we doing living up to our agreements?’ If you developed team norms to stay on top of (as above), then ensure you check-in on them. In times of isolation it can be very difficult to stay on top of where everyone is at. What’s the Word on The Street? Invite team members to share any perspectives they have about other teams and stakeholders and their needs, concerns issues that the team should be aware of.Ensure time is spent checking in on the team’s main priorities - any urgent issues that need to be addressed? What’s Working/What’s Not? Invite team members to share concerns or issues that need to be addressed, and be sure time is also spent acknowledging what is working well and what team members are proud of.There is no discussion in this exercise, it is simply a way for team members to connect with how others are feeling in the moment. Ask each person to share one word to describe how they are feeling in that moment. This is a great way to begin your team meetings. Some ideas for your 30-minute morning check-ins include: These morning check-ins, no matter how short are invaluable for maintaining a sense of community, checking in on how team members are doing, and to stay focused on key priorities so that momentum and performance is maintained. If time is not available to do this well in one meeting book another one but within the next 24 hours so as not to lose momentum. Note: This is not a meeting to be rushed. To establish team norms, ask: “What behaviors and practices are most important right now to our team’s effectiveness?” In this case they will contribute to providing some structure in an unstructured team situation. Now more than ever it is essential to dialogue and agree on what team members need and expect from one another and from their leader. I am a big believer in team norms which support the team in self managing behaviors, practices and performance. And encourage team members to let you know whenever they need any kind of support whether related directly to their work tasks or to any challenges they might be personally facing in the new situation. For example, share with team members how you will be leading, how you will check in with them, what you will be asking about. Clarify expectations, for example, of performance, workflow or performance management.Explore the challenges people face in working from home (and they will differ) and ideas for dealing with them or sharing personal practices that work.Begin to establish a sense of community.
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