Strengthening remote teams: Top strategies for elevating productivity and morale

In late 2019, workplace norms faced an unexpected shift, leaving lasting ripples that continue to redefine today’s professional landscape.

The COVID-19 pandemic exposed us all to new fears and anxieties, wondering how we will ever function even somewhat normally under such abnormal circumstances. Between mask-wearing, social distancing, quarantining, and Zoom reaching its peak popularity as an application, no one will ever be able to forget operating in those times.

As everything went back to “normal” in 2023, with people frequenting the grocery store once again and reuniting with friends and family, one thing stayed, and it has shifted the way society as a whole views the traditional corporate model.

Remote work…

The Paradigm Shift

The concept of having the convenience of staying at home and dressing somewhat casually wasn’t even a seed of thought until the pandemic. I can honestly say that if you told me then that this outcome would be a possibility for my future I would think you were playing me for a fool.

This paradigm shift redefined more things than one, it rewrote the definition of work-life balance, erased everything we once believed about leaving early for the workday, dressed to impress, and predetermined the future of firms and organizations that weren’t even born yet.

With this new normal in place, employees have been in the driver’s seat of their days and are responsible for holding themselves accountable for reaching deliverables and staying focused. There is no longer the perceived pressure of having peers and managers breathing down your neck. Now, the scariest thought as an employee is getting an unexpected Zoom call while fitting in something not work-related like a quick haircut or workout.

Changes in Productivity Rates

Now that employees have experienced a remote and hybrid world, they will no longer accept anything less. Whether or not that is good or bad I look to an article written by Forbes regarding the nature and productivity of remote work ranging from the pandemic to now.

The article addresses both the positives and negatives of remote style work, some of the positives being decreased commute time, work/life balance and decreased burnout rates, inclusivity, and the ability for employees to live in areas that are more financially feasible rather than nearby major cities.

While all of these aspects are beneficial and workers feel better equipped to do their jobs and do them well while remote, managers are not so sure. The study mentioned in the above Forbes article states that 60% of managers are concerned that workers are less productive when working remotely and that, “…workers who were randomly assigned to work from home full-time were 18% less productive than in-office employees, either taking longer to complete tasks or getting less done.” Additionally, the article mentions a recent study that found that fully remote work is associated with about 10% lower productivity when compared to fully in-person work, raising mass concern about how to get ahead of this budding issue.

So, with individual and team productivity at risk and an online model that is here to stay, what is one to do?

Well, the only viable option seems to be to adapt.

Adapting to the Model of the Future 

Based on research regarding best practices for keeping employees and teams engaged, I found some interesting ideas and concepts introduced.

Another Forbes article called, “16 Effective Ways To Boost Morale Among Remote Team Members,” provided some creative tips on how to best approach these challenges.

Starting off, the article stated that inspiration is more important than ever, especially with a shift occurring in individuals focusing more on their wants, needs, and goals. This means that giving your employees new opportunities in the form of leadership positions to grow and thrive could be your ticket to team and individual success. This has the high possibility of sparking their interest and keeping them engaged with the work they are doing as well as aware of their vital role in the overall structure of the organization.

Another suggested practice was for managers to dedicate time for employees to share their accomplishments and challenges of the given week so that they can feel heard, recognized, and supported through trying deadlines and tasks. This can be approached using a “highs” and “lows” model or by simply adopting terms that feel true to your unique organization.

This practice goes hand in hand with another suggestion of hosting daily or weekly all-staff meetings to foster a sense of community and connection online. The intent of this is to noticeably decrease the gap between employees and their feelings of purposeful work and excitement. Lastly, it can be beneficial to host and plan events unrelated to work, allowing employees to disconnect from their routines and reconnect with people whom they might only know on a strictly professional level. By encouraging employees to dig beyond the surface level, you are creating a comfortable environment in which they feel they can be their truest and most authentic selves. 

Because remote work now has such deep and impactful roots, implementing some or all of these recommended practices could ignite a ripple of positive change in your organization. We all know that employees are essential to the inner and outer workings of organizations and businesses, and if pre-COVID practices aren’t shifted to fit the changed times soon, I’m afraid it will be too late to act before employee interest and drive are forever lost.

Hi there! I’m Madison Morris.

I am a creative public relations and marketing strategist looking to make my mark on the communications industry.

I have a love for cultivating and facilitating relationships and a strong passion for uncovering growth opportunities. Let's work together to help your business thrive!