Your remote team is lonely – what can you do about it?
The original premise of this blog post went something along the lines of Your team is lonely? Here is how to fix it, but upon further thought, I realized that would be silly – you cannot fix it. Loneliness is an emotional response, a consequence of the lack of connection we are experiencing, not including the physical isolation caused by literal distance. The reality is that in a Pre-Covid world, a lot of us spent more time in the office and with our colleagues and co-workers than we did with our close circles like our friends and family. It is only fair that we miss the interaction that came with the workplace.
There is a lot that arises when the office occupies your living room or your bedroom. It is very hard to see your home life and work-life as two separate entities, as they belong in the same world. While technology creates an opportunity for connection and fulfillment, the very concept of the whole world on our hands is pressure enough - often demanding and causing individuals to feel guilty for not answering the latest email or checking the last update on their collaboration page. A failure to achieve a work-life balance is a consequence of remote working, and there is little we can do about that.
While work-life balance is a very interesting topic (and one I would like to discuss eventually), let me return to my original point. It is only human nature to seek friendship and social support. People tend to want someone to talk to, someone to share moments with, no matter how mundane. Colleagues and co-workers exist in this weird middle-ground – you and your boss may have only ever had conversations about work-related things but, maybe, the person that sat across from you for years has become a close friend, or the guy that used to catch his lunch break at the same time you did became a friendly face, someone to talk about the weather and traffic, their weekend plans, or even something deeper than that. Let us be honest; there is something about being an adult that removes the ease of circumstantial friendship, like when you are in middle school and your surname is Johnson. So you are sat next to X Jones for three years in a row, so you inevitably find something to talk about, and next thing you know, you are besties all the way to graduation.
So, after this very pessimistic reflection, what can you do about your employees voicing their sense of loneliness?
Normalize the situation
The one good thing about something being global is that it affects us all. And while the severity of its impact may vary, at least concerning the workplace, we can bond over a shared experience. This is not what work is meant to look like, and certainly not what we are used to. So, say that. Express to one another that you understand just how difficult this experience is and why it sucks. The very notion that your team leader or colleagues feel the same way you do is enough to alleviate the feeling of being alone in this feeling. You are not.
Establish a remote community
If you remember our blog post about helping interns make the most of their virtual internship, it is important to establish a culture that values community and connectivity; it needs to be established to be reinforced virtually. Create an environment that makes your team know exactly who they can turn to for any issue arising, any questions or concerns they may have, and, if possible, the availability of further support if necessary. There are simple ways to get your team to build relationships, such as peer-to-peer training programs or a buddy system for interns or new hires. If you are willing to step outside of your own little community, you can host events for members across departments or even attend virtual trade events that provide you with greater access to people in your industry.
Be consistent
A once-off check-in is good, but a consistent opportunity to come together is even better. Hosting a weekly or bi-weekly meeting to catch up with the different individual departments and to bring them together at some stage so they can find out what each other has been up to. They are likely all in some way contributing to a larger project or goal, but they rarely get to hear about what other departments are up to – this will also make them feel more connected to the business as a whole and to their colleagues across the workplace.
Make it personal
If you can get to know your team beyond the surface level, you can better identify the needs of your team. For some, remote working maybe something they always dreamed of, being able to work alone, spending more time at home, maybe a busy environment does not suit their productivity style. So, see your employees as unique individuals that have different needs and wants. Make yourself available (within reason) for your team to reach out to you, and reach out to them in ways that enrich them professionally and personally. We may all attend the weekly review Zoom calls, but maybe Andy would be pleasantly surprised by an email that says Hey, I see your great work. Thank you. It is the little things but just remember – in a normal work setting, you can say, Hey, that was great! after someone gives a presentation or shows great attention to detail. In saying this, if it is possible, and of course, appropriate, let your team know you see their effort and work, just in the same way you would reach out if they were underperforming. It is all about balance.
So, what does this all mean?
We can try our best – and here at Kraftylab, our mission is to establish a platform for community building and team-building for your remote team, which is why we provide virtual activities and events for your team. We believe that little things, like a virtual happy hour, can bring your remote employees together for something fun and exciting, or hosting a field day for your team and their families can create the illusion of a regular summer day. However, the harsh reality is that virtual interaction can only do so much and often fails to meet our desire for connectivity and human contact. So, while we encourage you to find any way to get your team to feel seen and heard, and looked after, we also encourage you to take a moment to recognize how difficult this can be for some, and while you cannot fix the problem. Still, you may be able to alleviate the pressure in some way.