While society continues to debate return-to-office mandates and policies, the reality is that remote work is nothing new. Although we saw a massive shift to remote work during the pandemic, many people have been successfully working from home since Zoom was associated with Mazda ads (Zoom, Zoom) around the turn of the century.  

That said, just as we need to make a concerted effort to engage with our colleagues in a physical office environment together, it is even more important to be intentional about engaging with our colleagues who work remotely. Done correctly, you’ll see that employee engagement can be just as strong among remote workers as it is among our in-office colleagues. 

A recent survey conducted by Talent Plus with one of our partners in the financial industry found no appreciable difference between in-office and remote workers regarding their employee engagement scores. These results weren’t a one-time occurrence either, as we also saw similar outcomes last year.

So, what can leaders do to engage their remote colleagues? Let’s explore four key ways they can create a sense of connection and motivation in a virtual work environment.

1. Ask Colleagues What They Want 

This suggestion may seem obvious, but we often assume that others like to be engaged like us. The reality is that everyone is a little different, so being proactive by asking colleagues how they want to be engaged remotely is critical. Little things like knowing their preferred communication method go a long way to helping them feel valued and heard. It also allows you as a leader to engage with them in ways that are most meaningful to them. Do they like remote happy hours? Do they want you to call them on Teams/Zoom/Slack, or would they prefer you message them beforehand? Knowing the answer to these types of questions goes a long way in helping individualize your interactions so that they are as impactful as possible. 

2. Check-In Without an Agenda 

Not every meeting needs to be about problem-solving. Your colleagues want to know that you are there to support them. Scheduling meetings simply to connect helps facilitate relationships. Think of it like one of those Stanley mugs. When you connect, it is like pouring water into a mug. We need to be intentional about keeping their proverbial mug full so that when times get challenging, work gets stressful, and we need to access the reserves, we have sufficiently developed the relationship so that we aren’t continuously depleting our collegial reserves. 

3. Surprise and Delight 

As with any colleague, we want to know how everyone wants to be rewarded and recognized for their hard work. Like our in-office colleagues, we want to use this information to make them feel wanted and appreciated. This is often easier in the office because we can interact more spontaneously. With our remote colleagues, we frequently need to be more intentional.

For example, if you know that your colleague loves coffee and they’ve just finished a project, why not send them a gift card to their favorite coffee shop? If they like public recognition, be sure to “spontaneously” praise them in a group setting. If they are more introverted but still want recognition, send your leader a note (with a cc to the colleague) expressing your appreciation for their hard work. Remember that what motivates one person might be demotivating for another. 

4. Don’t Let Remote Employees Be an Afterthought 

Planning an in-office gathering? Be sure to consider how you can include your remote colleagues. Are there activities that you will be doing in person? If so, how can you adjust them so remote colleagues can participate, too? 

By being intentional and thoughtful in our approach, we can ensure that our remote colleagues feel just as engaged and valued as those in the office.