OTL Newsletter 5 - 5 Ways to build a more connected team

🎯 Update: I'm 4 months into my entrepreneurship journey! It's been more challenging yet more rewarding than I could have ever imagined. I thought leaving the corporate world would give me more time, but that’s not the case. I have more freedom, but I definitely don’t have more time 😅. 

Maybe that’s because I've built so much already:

I've registered my business, created a brand, website, logo, illustrations and newsletter and I have achieved some important milestones: 

- Pushed through the cringe factor of posting on LinkedIn 

- Created 40+ LinkedIn posts which drove 150K impressions and led to my...

- First coaching client

- First Podcast interview (soon to be aired)

- First cheque cashed! 

Fantastic wins, but some Real Talk: Everything takes me too long and the ROI on my time feels way out of whack (I miss my commission cheques!!)

I would have quite many times if it wasn’t for my husband nudging me along everyday.  He is my #1 Fan (and provides fantastic IT support). 

Lastly, my newsletter got a ✨ Glow Up! ✨ I think this new format will allow readers to get value more quickly. Let me know what you think!  🎯 

Observation 🧐

Connection is the most powerful ingredient in Team Culture

Why do remote teams often feel disconnected?

Because 75% of communication is non-verbal, and virtual meetings miss out on those subtle cues. And when team members don’t feel connected, collaboration and performance suffer.

Here are 5 strategies I employ to encourage connection, no matter where team members are located:

1️⃣ Be Intentional

• Establish clear expectations, like mandatory weekly meetings.
• Create committees for cross-collaboration (e.g., New Hire Cohort, Social Committee).
• Leverage team meetings to consistently celebrate achievements, recognize milestones, and welcome new hires.

2️⃣ Foster Open Communication

• Encourage “players only” chat groups for informal dialogue, while keeping an eye on potential toxicity.
• Utilize consistent platforms (Slack, Microsoft Teams) for equitable participation.

3️⃣ Encourage Peer Recognition

• Implement systems for team members to publicly acknowledge each other’s contributions, fostering a culture of appreciation.

4️⃣ Go Beyond Surface-Level Connections

• Facilitate introductions among team members facing similar challenges.
• Organize active team-building events, like volunteering at a food bank, rather than just happy hours.
• Leverage your network to create mentor-mentee pairings based on individual career goals.

5️⃣ Be Approachable and Act on Feedback

 
• Set office hours to ensure you’re available for your team.
• Call your team to connect and check in whenever you find yourself having 5-10 minutes of “extra time”. IE driving, walking or if a meeting ends early.  
• Review employee survey results as a team and create action plans for improvement. Form a “Culture Committee” to gather feedback and plan initiatives.

In a hybrid environment, ensure equal access for remote employees. For instance, have in-office team members log into meetings from their laptops, allowing remote colleagues to see who’s speaking. Rotate leadership roles in meetings to foster equity, and use breakout rooms for deeper connections.

When these strategies take root, the results speak for themselves. Open roles on my team began attracting top performers, creating a “destination team” that others aspired to join. This is when I knew I had a team culture I should be proud of. 

Thought Starter  🤔

Research shared by the Harvard Business Review indicated that participation in remote meetings could be a window into employee retention.

An analysis of 40 million virtual meetings found a correlation between the number of meeting participants who stayed mute the entire meeting and off camera to higher employee attrition.

Forcing your team to adhere to “cameras on” policy doesn’t magically increase their engagement. But perhaps treat it as “early warning signal” and check in with your employee. Go beyond surface level and  understand how they’re doing. 

Love 🥰

My favourite in person team building exercise I organized was a fire making challenge at Evergreen Brickworks in Toronto. 

I brought together a bunch of highly competitive salespeople and we raced to build the biggest fire (what could go wrong?)

It truly had all the ingredients for a fantastic team event because it enabled us to:  

✅ Get outside, away from the office. 

✅ Work in a team

✅ “Play” with fire starters to start a blaze (the bigger the better)

✅ Make it a competition, the first team to burn the rope above the flame wins