How do you ensure well-being and inclusion for remote and hybrid teams?

As a manager of a team working remotely, I would schedule a weekly call to discuss just "Out of office" things i.e. family, travel, festivals, gossip, etc. This has helped my team to connect better for work-related issues.

Personally, I prioritize frequent and effective communication. Communication is the backbone of any successful team, but it becomes even more crucial in remote work settings. I personally utilize a variety of communication channels such as video calls, instant messaging, emails, and phone calls to facilitate clear and consistent information sharing, feedback, and goal setting. Additionally, I encourage the use of online platforms to build rapport, celebrate achievements, and acknowledge challenges faced by team members. Keeping in mind that it's important to strike a balance between regular communication and respecting individual preferences and boundaries.

The key to successful communication is asking team members how they prefer to receive feedback or praise. You’ll be surprised how often the mode a team member prefers is different to what you expect of them. And this isn’t a static thing, you should ask this question annually as often preferences change based on team member circumstances and/or changes in the responsibilities of their role.

Especially in a hybrid environment, be aware of the proximity bias. This condition is otherwise described as “out of sight, out of mind.” We tend to perceive those working in the same location as being more productive because we can see them doing the actual work. As a result, we have a higher opinion of their efforts compared to those who are remote and less visible. Remote workers may then be seen as less productive and may have fewer opportunities. Make sure you treat everyone equally, whether they are in the office or remote. Also, make a conscious effort to communicate more frequently with remote team members so that they feel like part of the team.

It is important to remember that trust and accountability go both ways. If you commit to doing something for one of your team members, do it and within the timescale you advised. This is especially important for remote teams where they cannot see the ‘behind the scenes’ their leaders are doing in the office (virtual or not).

It begins with psychological safety. People need to feel secure in discussing both work-related matters and personal issues such as work-life balance, values, life choices, and even their identity. It is not just about what they can or cannot say, but also about how included they feel and how comfortable they are in choosing when and where to work. For instance, if they believe that they are unable to take vacations or work from home when the rest of the team is in the office due to concerns about being denied equal opportunities for promotion or salary increase, they will not experience psychological safety.

Collaborating with your team in the decision-making process is the best way to promote inclusion. During this inclusion process when you respect the views of all genders, POVs, and geographies then you are actually living diversity

An important part of inclusion is understanding equity vs equality. Being able to recognise that everyone has different needs and sometimes a team member may need to be provided additional resources or support to give them the same opportunity to complete a task as others within the team.

Common sense can play a major role in supporting the well-being & work-life balance of your team - - No micromanagement. Achieving end result should be the target - No questions asked for a casual leave by anyone - Upskilling your team members & then the equal distribution of work so that a task is achieved in less time & everybody has some spare time for themselves.

Prioritizing well-being of my team members is of utmost importance to me. I actively support the mental health of my team members by encouraging work-life balance and providing flexibility in schedules. Additionally, regular check-ins help me gauge their well-being and address any concerns that might arise. By valuing the well-being of my team, it helps me create an environment where they feel supported and empowered to perform their best.

I believe in the power of empowering every member in our team by cultivating an environment characterized by openness and honest feedback. It's important for us to foster a culture where everyone feels encouraged to share their big and small ideas, as each contribution holds the potential to significantly impact the growth and success of our organization. By embracing this collaborative mindset, we create a space where team members feel valued, respected, and motivated to actively participate in the pursuit of our common goals. It is through this collective effort, fueled by a genuine interest in the growth of our organization, that we can unlock our full potential and drive positive change.