Team morale when hybrid working
Flexible and hybrid working is still very much the norm for lots of working teams. The benefits are undeniable, and with digital technology central to our work, colleagues are able to stay connected and ensure projects stay on track. However, when a remote team has limited synchronous time and doesn’t speak much day-to-day, it is important to make the time they do spend together really count. Here are some structured, practical strategies to try with your team.
Flexible and hybrid working is still very much the norm for lots of working teams. The benefits are undeniable, and with digital technology central to our work, colleagues are able to stay connected and ensure projects stay on track. However, when a remote team has limited synchronous time and doesn’t speak much day-to-day, it is important to make the time they do spend together really count. Here are some structured, practical strategies to try with your team.
Make weekly meetings people-centred
Encourage colleagues to really listen and participate: inviting everyone to close their inboxes and Teams chats and actively engage in the time together will automatically build a culture of trust and respect
Start with a check-in ritual: Giving everyone a minute to share something good that’s happened, or that they’re looking forward to, can help to create empathy and normalise sharing beyond work updates and actions
Rotate facilitation: Letting team members take turns to lead the meeting, or open with a question, can help to build confidence and ownership and bring variety into meetings
Celebrate micro-wins: Dedicating 5 minutes to shout-outs or thank-yous helps bring in the recognition that can fuel team morale
Micro icebreakers: One fun question per week such as “What’s your go-to comfort food?” or inviting members to share a 3-minute “lightning talk” on something they care about will help to build interest and understanding in each other without eating into agenda time
Build connection asynchronously
Shared space for informal updates: A Slack or Teams channel for “non-work wins” such as photos, hobbies and small joys can keeps relationships alive between meetings
Peer appreciation wall: A simple document or board where people can leave notes of thanks or recognition for their colleagues. This can be online or even better in the office breakout area so other people who are not in the team can also see!
Team challenges: Tiny, low-effort activities such as a photo scavenger hunt or “share your desk view” can create shared experiences despite distance
Foster Psychological Safety
Explicitly value relationships and time together: By highlighting the importance of true connection through listening and engaging, leaders will demonstrate the value of the relationships in the team
Normalize vulnerability: Leaders sharing their own small struggles or challenges can help to encourage others to do the same and build team trust
Respect boundaries: Keeping social activities truly optional will help avoid morale-building feeling like another obligation
Experimenting with some of these ideas will help your hybrid team to build strong, trusting relationships that feel supportive when the pressure is on and colleagues really need to collaborate well together.