10 Ways to Engage Remote Workers | Teami

10 Ways to Engage Remote Workers (That Actually Work)

10 proven ways to boost engagement and productivity for your remote workforce.
Back to All The Remote Managers Playbook
Elliot Thomas
Table of contents
Multi Currency Timesheet Software
Designed for Agencies

10 proven ways to boost engagement and productivity for your remote workforce.

Keeping remote employees engaged is crucial, but it can be challenging. With workers feeling isolated and productivity waning, managers need effective solutions. This article highlights 10 proven tactics to boost remote worker engagement. 

Drawing on the latest research and real-world examples, these strategies help remote teams stay connected, motivated, and productive. From using collaboration tools to promoting social interactions, you’ll discover actionable tips to strengthen company culture, improve communication, and get the most out of your remote workforce.

The Importance of Communication 

Tools for Effective Communication

Communication is the foundation of effective remote teams. With employees distributed across locations, companies must provide the right tools to connect everyone. Video conferencing apps like Zoom, Google Meet and Microsoft Teams enable teams to collaborate face-to-face virtually. Video calls bring back visual cues and body language that emails lack. Regular team meetings, one-on-ones, and company updates via video keep everyone on the same page. 

Instant messaging platforms like Slack or Teams allow quick communication within teams. Employees can ask questions, share updates, and bond casual conversations. Integrated channels organized by topics or projects keep messaging on track. Polls, gifs and emoji liven up virtual interactions. Video calls can supplement messaging for complex discussions.  

Collaborative documents on platforms like Google Drive, Dropbox Paper or Microsoft Sharepoint centralize information. Remote staff can co-edit files and leave comments in real time. Wikis and knowledge bases capture institutional knowledge that helps onboard new hires. Shared inboxes like Front or Helpscout facilitate transparency and accountability.  

Task management tools like Asana, Trello or Teami provide visibility into individual and team workloads. Remote managers can assign tasks, set deadlines, and track progress. Automated workflows promote consistency across locations. Integrations with communication and collaboration platforms offer a centralized team workspace.

Regular Check-Ins and Transparency 

In addition to helpful tools, remote leaders must nurture open, frequent communication. Managers should check in one-on-one with reports regularly via video call. This face time builds rapport and trust essential for distributed teams. Allowing employees to share challenges, concerns and priorities fosters transparency. 

Leaders should overcommunicate company updates, progress and wins. Remote workers miss out on organic office chatter. Dedicated channels provide a space for announcements and kudos employees may otherwise overlook. Celebrating peer accomplishments publicly, like in the company newsletter, boosts morale and connection.  

Schedule regular all-hands meetings for the CEO or leadership to update the full remote team. Recurring Q&As and open forums encourage two-way dialogue. Solicit employee feedback through pulse surveys to understand remote experience. Transparent communication, especially from the top down, unites distributed workers behind shared mission and values.

Intentional communication takes time but pays dividends in remote engagement and alignment. The right tools remove collaboration friction across locations. Pairing software with empathetic leadership builds trust and inclusion throughout the team. Remote workers who feel heard, informed and connected do their best work, no matter where they sit. Investing in communication ultimately powers productivity and innovation across the distributed organization.

Building Trust and Relationships

Trust-Building Exercises 

Remote work makes fostering trust tricky without daily in-person contact. But trust remains vital for productive teams. Virtual trust-building exercises help break the ice and form connections. Activity examples include virtual escape rooms to problem-solve together or online paint nights for creative bonding. Scavenger hunts and virtual trivia allow some friendly competition. The key is interacting in a relaxed, human way.

Low-pressure video calls like virtual coffee breaks give space to chat. Remote teams can share hobbies, interests and family anecdotes without a work agenda. Shared experiences also bring remote workers closer. Some companies organize volunteer projects or wellness activities like mediation or yoga groups online. Book or movie clubs unite employees professionally and personally. The goal is developing quality relationships beyond work tasks.

Regular One-on-Ones and Empathy

In addition to organized activities, remote managers should connect one-on-one with employees regularly. Weekly or bi-weekly 30 minute video calls show the employee they matter. Preparing open-ended questions and actively listening demonstrates care for the whole person. Ask about workload, professional goals and general well-being. Be present without multi-tasking to build trust.

One-on-ones also foster empathy essential for remote teamwork. Understanding individuals' needs, challenges and work styles avoids assumptions. Get to know employees as people - their personalities, families, hobbies and passions. Recognize stress signals like changes in communication. With care and compassion, team members will extend more empathy too.

Leaders should encourage peer-to-peer bonding as well. They can pair team members as virtual mentors to share knowledge. Allow coworkers time to socialize through shared lunches or informal hangouts online. Celebrate employee milestones like birthdays or work anniversaries virtually. Even small talk by the coffee machine matters - schedule spaces for unstructured conversations. 

Nurturing trust and relationships remotely takes concerted effort but enables teams to thrive. Rapport strengthens collaboration, innovation and problem solving. Employees who feel recognized and cared for pass on positive energy and empathy to others. Virtual teams built on trust and human connections achieve remarkable loyalty, productivity and satisfaction over the long term.

Encouraging Collaboration and Teamwork

Collaboration Tools and Team Projects

Remote work makes collaborating tricky without in-person interactions. However, the right tools and methods foster teamwork across distributed teams. Video calls enable face-to-face discussions for complex problem solving. Screen sharing and annotation make brainstorming interactive. Online whiteboards like Miro simulate sticky notes and mind maps.

Document collaboration apps allow real-time editing and feedback. Remote teams can co-create reports, presentations, spreadsheets and more. Version histories track changes without overlap. Comment functions create conversation threads. Integrated chat clarifies questions immediately.

Collaborative task and project management systems provide transparency into team workflows. Managers can assign tasks, set dependencies, and track progress. Teams have visibility into individual workloads and how their piece fits the puzzle. Automations promote consistency and keep projects on track across locations.

Bring remote teams together through shared goals and projects. Align smaller working groups under larger company objectives. Foster informal connections through peer mentoring or social committees. A shared mission provides purpose and motivation to collaborate across distances.

Shared Goals and Objectives

Beyond tools, establishing common goals and objectives unifies distributed teams. Rather than working in silos, clear direction allows remote workers to rally behind shared missions. Set specific key results and define success metrics together. Check in frequently to realign efforts and priorities.

Enable employees to collaborate creatively on meeting objectives. Remote work frees teams from set processes or hierarchies. Keep communication open for ideas from anyone that propels teams forward. Empower staff to self-organize into working groups based on skills or interests.

Make sure remote teams understand company strategy and how their work ladders up. Celebrate group accomplishments publicly. Friendly competition between regions or departments motivates collaboration towards shared goals. A culture focused on team versus individual success builds trust and camaraderie.

With aligned objectives and open communication, distributed teams can collaborate seamlessly. Remote work eliminates physical barriers - take advantage by enabling fluid, cross-functional teaming. Shared purpose overcomes isolation to engage employees across locations. Invest in collaborative processes and tools, but put goals first to unlock the remote team's full potential.

Providing Opportunities for Professional Growth

Training Programs and Mentorship

Remote employees have the same career aspirations as on-site staff. Investing in their growth improves retention and performance. Online training courses allow remote workers to develop skills flexibly. Short video tutorials can upskill specific tools or processes. Consider subsidizing advanced degrees or certification programs. 

Peer-to-peer mentorship boosts learning and connection. Match experienced team members with more junior employees for guidance. Set expectations for regular check-ins and shadowing. Rotate mentors to share knowledge. Leaders can also mentor promising team members directly.

Virtual instructor-led trainings promote collaboration too. Classes via video conference make concepts interactive. Small groups and breakout rooms enable discussions. Role playing complex scenarios boosts application. Building training into remote onboarding sets new hires up for success.  

Career Development Plans and Success Stories

In addition to formal training, provide visibility into career progression. Managers should discuss development during one-on-ones and performance reviews. Create individual plans that nurture strengths towards goals. Outline skills to gain with actionable steps using workplace training. 

Share success stories of employees who advanced remotely. Promote mentor relationships that accelerated growth. Publicize open roles to internal teams first. Seeing career development in action motivates and provides a path to follow.

Remote rotation programs give exposure to different teams and projects. Short-term transfers allow employees to expand skillsets before permanent moves. Multidisciplinary experience prepares remote workers for leadership roles.

Empower employees to drive their own development too. Offer learning stipends or time allowances for self-directed training. Be flexible about taking on new challenges or cross-collaborations that build experience. 

Investing in remote professional growth retains top talent despite location. Employees who feel heard, supported and progressing deliver stronger performance and loyalty. Prioritizing career development communicates the value remote workers bring to the organization.

Recognizing and Rewarding Achievements

Recognition Programs and Virtual Celebrations

Recognition is a powerful driver of remote employee engagement and satisfaction. Formal programs facilitate shoutouts company-wide. Managers or peers can nominate top performers for monthly or quarterly awards. Publicize winners in the newsletter, website, or virtual all-hands meetings. 

Send e-certificates or digital badges to commemorate major milestones. Create leaderboards or competitions to gamify achievements. Physical rewards like gift cards, branded swag or trophies still make a statement despite distance. Even handwritten thank you notes boost morale. Celebrating successes together virtually unites distributed teams.

Incentives and Performance Rewards

Alongside recognition, performance-based rewards incentivize excellence remotely. Individual bonuses or spot bonuses for major accomplishments show results are valued. Profit sharing gives employees a stake in company success. 

Consider tying bonuses to team or company goals to promote collaboration. Employee referral programs reward distributed networks bringing in top talent. One-time rewards for innovative ideas or process improvements motivate ongoing contributions. 

Flexible rewards like extra paid time off allow remote workers to recharge. Review policies around work hours or location to enable work-life balance. Surprise care packages or food delivery demonstrates appreciation. Creativity and thoughtfulness make rewards special despite physical separation.

Thoughtfully designed programs sustain morale, engagement, and performance across dispersed teams. Recognition feeds fulfillment and gives remote employees visibility they may lack on-site. Rewards make people feel valued through challenging times. Celebrating wins together, even virtually, keeps remote workers feeling appreciated and motivated.  

Ensuring Work-Life Balance 

Flexible Hours and Mental Health Support

Remote work allows flexibility but can also enable overwork without boundaries. Set core hours for meetings and overlap, but allow custom schedules outside those blocks. Discourage excess overtime or after-hours work. Lead by example - leave early occasionally or avoid emails on weekends. 

Provide mental health support resources virtually. Offer access to counseling, apps like Headspace, or wellness stipends. Make space for open conversations about burnout. Send care packages during stressful times and remind people to unplug. A people-first culture prioritizes sustainability over constant grind.

Setting Boundaries and Personal Anecdotes  

Work from home employees should set self-care boundaries too. Define your most productive working hours and protect them fiercely. Take regular screen breaks for fresh air or exercise. Establish designated family or personal time. Be honest with managers about capacity - don't overcommit. 

Share stories about setting boundaries to normalize them. For example, blocking off time for school pickup demonstrates prioritizing family. Discuss managing workload during COVID quarantines or while moving. Model openness about mental health days for rest and recovery. Vulnerability encourages others' empathy and self-care.  

Model sustainable output and continual growth, not 24/7 hustle. Trust your team and focus on output quality over face time. Empower people with flexibility and understanding. With structure for productivity and space for wellbeing, remote workers avoid burning out.

Promoting balance and flexibility retains top talent. Supporting mental health and modeling reasonable working styles fosters a resilient, empowered team. Investing in people's wellbeing beyond work strengthens loyalty, creativity and performance over the long haul. With intention and care, businesses can build a nourishing culture that enables remote teams to thrive.  

Utilizing the Right Technology and Tools

Selection and Integration of Tools

Equipping remote teams with the right technology lays the foundation for success. Take a strategic approach to identify must-have capabilities across communication, collaboration, productivity and security. Build consensus on top features and integrate platforms into a centralized tech stack.  

Video meetings, messaging, shared calendars and files enable communication. Project management, document editing and virtual whiteboards facilitate collaboration. Time tracking, to-do lists and automatic reminders boost productivity. Encryption, VPNs and access controls ensure security. 

Evaluate leading vendors in each category - key criteria include ease of use, mobility, integration and pricing. Pilot tools with employee input to determine fit. Phase in rollouts alongside training to smooth adoption. Utilize implementation partners to customize and connect platforms through APIs for a unified experience.  

Training and Security Considerations

Getting employee buy-in on new technology relies on proper training and support. Create how-to guides, video tutorials and quick start materials catered to different learning styles. Designate power users to provide peer assistance. Offer ongoing training as new features emerge. A well-informed team fully utilizes technology investments.

Protecting confidential data also remains critical in the virtual workplace. Provide secure equipment, require strong passwords, and enable multi-factor authentication. Establish guidelines on acceptable use and device security. Monitor for potential threats and train workers to identify risks like phishing. With the right precautions, remote technology can be leveraged safely.  

A purposeful approach to remote technology and training empowers teamwork, productivity and security. Employees who feel equipped to use tools collaboratively and safely harness the full potential of remote work. Ongoing enhancements ensure your tech stack evolves along with remote best practices. The right foundation of integrated systems, knowledge and security sets your distributed team up for long-term success.

Creating a Virtual Company Culture  

Virtual Events and Shared Values

With remote employees dispersed, extra intention is needed to cultivate company culture. Virtual events bring distributed teams together to socialize and celebrate successes. Trivia nights, guest speaker series, book clubs, etc. offer informal interactions that build relationships. 

Clarify and communicate company values that transcend physical space. Collaboration, transparency, wellness - define principles to guide remote workers daily. Weave values into onboarding, performance reviews and policies. Let culture shape remote experience, not location.  

Videos from leadership emphasizing values set the tone from the top. Relatable stories link core values to real employee accomplishments. When executives authentically role model desired mindsets and behaviors, culture permeates the entire remote organization.  

Community Building and Engagement

Thoughtful initiatives turn dispersed individuals into a cohesive community. Foster connections through mentoring programs, regional remote crews, social committees and more. Send welcome kits with swag to make new hires feel part of the team. 

Promote work-life balance by avoiding burnout and respecting personal time. Lead by example - discourage off-hour emails and take vacations yourself. A nourishing culture focused on sustainability empowers the remote workforce.  

Solicit anonymous feedback to identify remote team challenges. Probe engagement, camaraderie, inclusion and alignment on values. Listen and respond to constructively shape culture around remote needs. With intention, leaders can build a thriving culture without walls.  

Shared experiences, values and community transcend physical space. While remote work arrangements may evolve, culture should remain a steadfast anchor. Employees who feel recognized, included and connected deliver their best work wherever they are based. Investing in a cohesive yet flexible culture unlocks the full magic of remote teams.

Monitoring Performance and Productivity

Performance Metrics and Regular Reviews

While remote workers enjoy flexibility, output and results must be monitored. Define clear performance metrics aligned to goals across individuals, teams and the wider business. Track productivity through tools like Teami that log activity and project progress.

Conduct regular one-on-one reviews against established metrics. Discuss what's working well and challenges faced. Provide coaching and resources to improve productivity. Be transparent about how performance connects to career growth and rewards.

Annual or biannual performance reviews only provide a moment-in-time snapshot. Ongoing lightweight check-ins show employees their work is valued while enabling timely feedback. Meetings each quarter allow managers to recalibrate expectations and realign efforts to company strategy.

Goal Setting and Alignment

For optimal productivity, performance management should tie back to well-defined goals. Collaboratively set aligned OKRs (Objectives and Key Results) for individuals, teams and the organization. Goals create focus, while metrics gauge progress made.

Connect employees to company mission and strategy. Explain how their work ladders up to business outcomes and impacts customers. With context around the “why”, productivity improves towards shared objectives. 

Frequently revisit goals to stay nimble. Changing business conditions require realignment. Be open to employee ideas that advance goals creatively. Autonomy with clear direction maximizes distributed team productivity.  

Proactive performance management keeps remote workers engaged while ensuring outcomes. Regular touchpoints through reviews and goal setting provide focus for distributed teams. Insights into strategy give purpose to productivity. With the right balance of support and accountability, remote professionals deliver impressive results.

Addressing Mental Health and Well-being  

Support Programs and Resources

Remote work can blur work-life boundaries and isolate employees, taking a toll on mental health. Provide access to professional counseling services like Lyra or Modern Health. Consider subsidizing wellness apps like Headspace or Calm that offer meditation, sleep support and more. 

Create spaces to have open conversations about burnout, anxiety or depression without stigma. Normalize using sick time or taking mental health days when needed. Send care packages with self-care items to show you recognize their stress. A people-first culture prioritizes emotional wellness.

Train managers to spot signs of poor mental health in one-on-ones or communications. They can gently check in on observed changes and offer resources. Provide guides on supporting struggling colleagues with empathy. Destigmatizing conversations lead to help faster.

Stress Management and Employee Support

Establish reasonable work norms that value sustainability over 24/7 hustle. Discourage after-hours emails and constant connectivity. Model taking vacations and offline time yourself. A culture of trust focused on outputs and priorities, not face time, alleviates unnecessary stress. 

Promote healthy work hours, routine movement and self-care. Send reminders to take screen breaks, go for a walk or listen to relaxing music. Order ergonomic equipment or standing desks to support home office wellness. Encourage use of paid time off to recharge and refresh.

Foster social connections for mental health too. Loneliness takes a toll over time. Virtual meditation groups, book clubs or casual hangouts with video allow employees to see they’re not alone. Managers can also check in frequently in one-on-ones with empathy. Well-supported remote professionals thrive despite location.

A holistic commitment to mental health attracts and retains top talent. Employees feel seen, heard and cared for. With the right balance of programs, resources and compassion, businesses can build resilient, empowered and productive remote teams for the long haul. Prioritizing emotional wellness pays dividends.

When managing remote teams, ensure your people processes comply with employment laws. Requirements around pay, time tracking, leave and discrimination still apply for virtual workers. Define clear remote work policies aligned to regulations.

For US-based businesses, the Fair Labor Standards Act mandates non-exempt employees track hours worked. Leverage tools like Teami to log time transparently. Meal and rest break laws also apply for remote staff. Make sure overtime pay adheres to state and federal regulations.

Review tax and payroll requirements for employees based internationally. Address data privacy laws like GDPR when information crosses borders. Formalize remote work agreements to cover rules, equipment, work hours and more. Keep policies current as remote regulations evolve.

Compliance and Regulations 

Beyond employment practices, remote work introduces new risks around information security and data compliance. Establish rigorous cybersecurity protections and policies for home offices. Provide secure equipment and restricted access to confidential data.  

Require employees to complete updated training on data privacy and compliance. Ensure remote work technology meets accessibility standards. Monitor for new threats like phishing that exploit remote workers. With the right systems and vigilance, remote teams can collaborate securely.

When in doubt, consult legal counsel to avoid missteps. Though remote work necessitates new considerations, the same standards and good practices still apply. With clear communication, adaptable policies and compliance vigilance, remote programs can meet legal obligations and minimize risks.

Organizing Online Team Building Events 

Types of Events and Planning

With remote workers spread across locations, organizing online team building events takes creativity and intention. Virtual events should aim to foster social connections, break the ice between coworkers, and create shared experiences. Consider hosting activities like:

  • Virtual escape rooms - Groups work together to solve puzzles and clues against the clock. Puzzle themes can incorporate inside jokes or company history as an extra bonding element.

  • Online paint nights - A fun, creative way for remote workers to let loose together. An instructor leads the group in recreating a painting over video chat while participants sip wine or beer at home.  

  • Virtual trivia - Battling it out in some friendly trivia allows for joking trash talk between teams. You can make rounds themed after pop culture, sports, or your company.

  • Digital scavenger hunts - Scavenger hunts encourage teammates to interact and problem-solve together. You can tailor tasks to remote work like finding the oldest Google Doc or Slacking a meme that sums up 2020. 

  • Wellness activities - Group meditation or yoga classes are a nice change of pace and lower barriers to exercise. Consider subsidizing fitness tracker challenges to motivate movement.

When planning virtual team building, set expectations ahead of time. Send calendar invites with any materials or prep needed. Keep events under an hour to avoid Zoom fatigue. And most importantly, make participation completely voluntary. Forced fun rarely has the desired effect.  

Kick off each event with a short icebreaker activity to get conversations flowing. Appoint facilitators to guide activities and troubleshoot issues. Consider breakout rooms to enable small group bonding. And have some silly prizes or digital rewards on hand to amp up engagement.

Execution and Feedback  

The key to successful virtual team building lies in thoughtful execution centered around the employee experience. 

Test all tech and activities thoroughly beforehand to head off glitches during live events. Video conferences, streaming platforms, and digital tools should perform seamlessly so participants can focus on fun rather than friction.

Make sure facilitators radiate energy and engagement over video. Their enthusiasm sets the tone and motivates involvement. For large events, production value goes a long way - fun graphics, music stings and solid stage presence help events pop visually.  

During activities, watch the chat and reactions closely. Facilitators should spot waning energy and adjust pacing or switch gears to reengage the group. Keep things fast-moving to hold attention despite limited in-person cues. 

After events, send anonymous polls or feedback forms to uncover what resonated and where to improve. Track participation rates to see if certain teams are less engaged. Reach out to employees who seem disengaged to identify roadblocks like bad timing or video call fatigue.

Learn and refine the approach over time as you discover what works for your remote teams. Vary activity types to provide fresh experiences. Use feedback to double down on crowd favorites and tweak weaker areas.

With intentional coordination centered around the remote employee experience, online events can actually build stronger social connections than in-person activities. Thoughtful virtual team building reminds colleagues they are part of a community despite physical distance. Morale, camaraderie and engagement grow when remote workers feel recognized and involved. With a spirit of fun and flexibility, businesses can unite distributed teams through shared experiences online.

Conclusion and Best Practices 

Remote work is here to stay. The pandemic accelerated existing remote work trends, proving both employees and employers can thrive without an office. While logistical challenges exist, the benefits of tapping global talent pools and supporting work-life balance are simply too vast to ignore. However, realizing the full potential of remote teams requires intention, adaptation and investment from organizations.

Success lies in recognizing remote professionals have unique needs compared to on-site staff. Loneliness, isolation and lack of belonging take a toll over time if unaddressed. Employees crave human connections, professional growth and purpose. Providing these through thoughtful engagement strategies allows businesses to build dedicated, empowered virtual workforces. 

The companies that will win the future are putting in the work now to engage remote teams. They are building trust through vulnerability, facilitating social bonds across distances, and providing development opportunities despite location. They are creating cohesive yet flexible cultures anchored in shared values, not physical space. 

With the right foundation of compassion, adaptability and tech tools, the possibilities of remote work are limitless. Output, innovation, belonging and wellbeing can all be elevated in virtual environments. But engagement must come first. Employees who feel recognized, included and supported bring their best selves and ideas to the table every day.

By committing to remote employee engagement, leading businesses will unlock unprecedented potential within their distributed workforces. They will solve problems faster, deliver higher quality work, and earn their people’s loyalty for the long term. The future depends on empowering remote professionals to do transformative work. The time to engage them is now.

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