Working remotely is becoming increasingly common as people seek better work-life balance and the chance to explore whilst still getting a regular paycheck.
However, there are also some clear downsides regarding the team being connected and experiencing clear communication. For many people, working from home means a lack of connection, especially if they don’t have housemates or partners who work remotely. Connecting with your work team takes more effort, as the daily chat in the office kitchen or shared birthday cake is removed. Both of these factors can leave remote workers feeling disconnected or isolated.
With this in mind, it can feel hard to promote teamwork and problem-sharing when working remotely – it may feel easier to carry on and work alone. But these skills are essential, both for success in your role and also for your mental well-being.
Here, we share our top tips about how to stay connected to your team members when you’re not in the same physical space.
There’s no arguing that virtual meetings are often more streamlined than in-person ones – no walking to the meeting room with your colleagues, organising a round of teas and coffees, or general chatting before the meeting starts. However, this can lead to pure business discussions, removing that sense of connection with your teammates from shared conversations about what you did at the weekend.
Whilst it might seem like this is a good thing, making meetings more efficient, we need connection with our colleagues to promote teamwork and trust. So, when hosting or attending a virtual meeting, make sure to:
Working collaboratively when you’re working remotely can be difficult, especially if you’re working asynchronously. Whereas before you may have all been in the office at the same time and would sit down to sort out a problem, it isn’t always an option to hop on a call.
This is where technology can come in handy – use collaborative workflow tools such as online project boards to make sure that work isn’t being duplicated. Not knowing what tasks you should be doing or role ambiguity has been proven to lead to burnout. Using technology to help clarify tasks and see progress may help teams feel more in control and, therefore, more able to switch off when they know their work is done.
Being open about things that haven’t quite gone right is essential for normalising failure in a work environment. It’s easy to pretend that senior team members have never made a mistake, but this can make others feel like they can’t ask for help or admit that they got something wrong. In turn, this can lead to workplace stress.
Instead, normalise sharing when something doesn’t go to plan and the solution so that others can learn. Creating this positive narrative around failure will help the team feel connected and increase trust and connection.
Sometimes, working in a team doesn’t quite go to plan. Different people have different working styles, especially when the team is under stress; these different approaches can mean that colleagues clash over which course of action to take.
Regular conflict resolution training can help team members communicate effectively about how they’re feeling and give the opposite party a chance to express their thoughts. Promoting constructive feedback and communication rather than allowing issues to fester can create a stronger team to cope better with demanding situations.
It may also be worth doing some work around understanding these different working styles and getting to know the communication preferences of the colleagues you work closely with. Being aware and considerate of others needs can help reduce friction and manage expectations.
Creating a supportive, welcoming environment at work is essential for good mental health. We spend a lot of time working, so being in a team where you can be yourself will help you thrive in your role.
Having good teamwork skills, in particular, will help you share the load with your colleagues, reducing stress levels and avoiding overwhelm. This supports positive mental health, as you feel a sense of shared responsibility rather than the pressure to do everything yourself.