Provide a communication technology stack that encourages connection and efficiency. There are myriad tools out there for virtual engagement. Find the ones you and your team like and use them to your advantage. If you’re not sure what to choose, try it out and see if it works for your organization. The way you’ll know centers on adoption: If they use it, it works.
You should also establish your team’s own “rules of virtual engagement”, which might include how often team members check in with each other, new protocols for engaged meetings free from at-home distractions, an established structure for daily check-ins, etc. Ask team members what they feel comfortable with and develop your rules as a collaboration.
Reach out to your staff personally on a regular basis. Ask how they’re doing! Make a concerted effort to connect with people who are not your direct reports as well. Their direct supervisor may also talk with them regularly, but your added communication will demonstrate your commitment and care for their well-being.
That can be as easy as a daily check-in on their emotional health, individually or as a team. Asking simple, open questions (e.g., “What did you do this weekend?”) can help identify people who may be struggling to handle quarantine. Deeper questions, such as how they’re coping personally, should be reserved for one-on-one meetings (unless you have a very close team or you establish very intentional and protective rules of conduct for the meeting). Being vulnerable yourself can open up the discussion, help build trust, and forge an authentic bond with their own emotional state.
You can also send handwritten notes to check in or thank your staff periodically. It’s a nice surprise to receive a letter in the mail, and the personal touch will build goodwill and mean so much more than an email.
Set clear expectations. Articulate to your staff what their roles are in this new environment, and let them know their work may need to be different now because of the pandemic. Be forthright with the team (and your board) about what you’re trying to accomplish and what role they play in that strategy.
Additionally, it may be helpful to ask your staff to come up with what they think are their most important tasks for the week. You can then review and adjust based on their current view of priorities. It can be much more efficient than you as the leader trying to determine everyone’s workplans all by yourself.
