Using Inclusion to Unify Remote Work Teams

Managing a virtual team is similar to coaching football. To effectively create employee engagement and inclusion, everyone has to work together to execute a well-thought-out game plan and win.

As Division of Investment Oversight and Governance Deputy Director Ann Turner explains, "it's all about the pre-work and planning." Running a productive virtual team involves being well-informed, present, and accountable. When virtual teams implement these best practices, team members are better positioned for success.

In addition, understanding what works and what does not work enables your team to thrive. Division of Investment Oversight and Governance Director Antoinette Johnson notes that setting up channels to get continuous feedback helps streamline communication and ensures everyone on your team has a voice.

If you “do a lot of polling, you get a little more buy-in,” Johnson says.

As we continue to work in a virtual environment, it is essential to document and reflect upon lessons learned. This helps ensure project teams have the necessary information to improve the outcome of a project and remove barriers impeding team progress.

Given the amount of work on everyone’s plates, it is helpful to give your teammates time to stand, stretch, and take breaks. By offering an extra five-minute break between meetings or providing an option to dial in, team members will have the refreshed outlook they need to succeed.

The support and accommodations employees need are often easy to provide. Providing alternative software tools that are easy to use is one way to create equality among team members.

"If I have to use a tool like that, I make sure it's not necessary, and I make sure there is an alternative method," Johnson says.

Providing accommodations allows all employees to perform their tasks efficiently without access issues. This helps in building a successful team dynamic primed to deliver value quickly. Using CMS-approved collaborative tools, sharing accessible content in advance, and clearly communicating content can also help foster superior collaboration.

In remote and hybrid workplaces, "accommodations are being addressed, sought after, and becoming the norm, not the outlier," Turner says.

Whether working remotely or not, team members need positive reinforcement and praise. As Johnson puts it, we are here to "give folks encouragement." Simply being a driving force behind your team members motivates them to exceed project expectations.

It's important for everyone to feel supported, heard, and included. Continuous support of inclusion and engagement establishes a foundation for success.

Remember that every team has unique needs to be successful. Along with the above best practices, managers can implement the following to further cultivate engagement and inclusion:

• Read the room to understand your team members — pay attention to both verbal and nonverbal cues
• Have one-on-one meetings to identify and address blockers, challenges, and issues as they arise
• Use the channel or platform that best suits your communication needs
• Set clear expectations around communication
• Schedule agenda-driven meetings and regular breaks