Telecommuting and Inclusion Tutorial

Feeling isolated while telecommuting? Discover the key strategies to foster inclusion in remote teams in our video 'Telecommuting and Inclusion.' Learn five best practices that enhance communication, collaboration, and trust among team members. Don't miss out on the transformative insights that will help you create a connected and supportive work environment.

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résultat(s)
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a lack of communication has weighed down on remote workers.
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They have experienced a breakdown in connection
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between themselves,
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their colleagues,
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and their organizations.
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With that being said,
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here are 5 best practices to promote inclusion among
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your team members when telecommuting becomes the norm.
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Practice one,
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ensure that important information is accessible to everyone.
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Studies show a decline in the quality
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and flow of information when working remotely.
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Discuss the team the essential information to share with your colleagues.
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Share this information on your online collaborative tools.
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The manager should not be the sole information channel for each telecommuter.
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It's up to each team member to share
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the information that they have with their colleagues.
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Practice two
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organize online meetings that are inclusive of all those
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in the office as well as the telecommuters.
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We invite you to watch our other video,
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inclusive virtual meetings.
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You'll learn more about the tools to use,
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the virtual roundtable,
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virtual rituals,
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and how to set up frame and conviviality.
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Practice 3 build trust and team cohesion.
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Decreased interaction reduces the sense of belonging.
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On the contrary,
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the more you know someone,
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the more you trust them,
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and the more you trust them,
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the better you work together.
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The most successful teams have one thing in common.
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They communicate a lot with each other,
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both at meetings and 1 to 1,
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face to face or virtually.
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Create opportunities to share with your colleagues messages,
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calls,
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voice notes,
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and ask them questions to get to know them a little better.
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At each meeting with your colleagues,
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ask them for their outlook on the weather,
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to know their state of mind and energy for the day.
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You can choose one of the pictographs on the screen.
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Set up a shared calendar with birth dates,
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dates of joining the company,
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birth dates of children,
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vacation return dates,
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etc.
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Celebrate each other's successes together.
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The feeling of being important and existing in the eyes of others is essential,
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especially with the risk of isolation due to remote work.
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As we receive all these signals of recognition,
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we begin to reflect.
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My colleague understands and cares about me,
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so I can open up to them about issues and dare to give feedback.
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This leads me to practice 4,
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organize regular periods for feedback and exchange of experiences.
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One of the surprising lessons of the pandemic period has
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been the importance of expressing one's difficulties and vulnerabilities.
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This period has been more manageable in teams where people
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have been careful to talk about their difficulties and weaknesses.
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Having opportunities in meetings or during virtual rituals to share
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your experience during the week,
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your joys and difficulties allows everyone to
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better understand each other's roles and challenges.
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Support and solidarity will therefore follow.
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Practice 5.
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Work towards the inclusion of telecommuters.
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Do not forget about them.
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If they only telecommute 1 or 2 days a week,
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don't forget about them during those 1 or 2 days when they're away,
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expecting them to pick up communications upon their return.
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When in a face to face conversation or meeting and a topic comes up that concerns Sam,
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have the reflex to add him to the discussion.
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Oh,
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wait a minute.
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Sam is relevant to this topic.
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We should loop him in.
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I'll call him right away to see if he's available.
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Here's an example of telecommuter integration that was shared with me.
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The team went out to dinner to celebrate a successful project.
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The telecommuters on the team were asked not to work
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during that time and were offered an equivalent celebration budget.
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When the team is comprised of international telecommuters,
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ensure that it's not always the same telecommuters
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making sacrifices with respect to their time zone.
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From time to time,
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adjust to their schedules for team meetings.
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If there have been meetings at time when the telecommuter could not be available,
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take turns calling the telecommuter to reschedule.
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You can set up monthly pairings between a remote worker and a physical worker.
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This is the best way,
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one,
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for them to always have a foot in the team,
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2,
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for each team member not to forget or judge them.
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Out of sight is out of mind.
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The Buddy system is a mentoring concept set up by the company Buffer,
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100% telecommunicating
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for integration of new employees.
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Each new remote employee is assigned 3 buddies for their integration.
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There is the buddy leader who is close to the traditional manager,
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the buddy role,
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a colleague who knows the role well and can help problem solving,
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and the buddy culture,
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a person who is older in the company and
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well versed in the culture and strategic vision.
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These mentors are introduced to them on joining the
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team and accompany them throughout their integration phase.

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