For Christmas, my mom was given the first few components of the Alexa system. It was not long before my four-year-old realized it had the power to tell Alexa to play his favorite songs and all we heard was “Hey Alexa, play…”
What interested me most about the engagement was that as soon as Alexa was playing music, he did not care much about her anymore, I am not even sure he cared about the song. It was not until his four-year-old brain picked a new song that he went back to Alexa and gave the next direction.
As I watched this pattern continue the rest of the afternoon, it made me reflect on how I lead the remote team that makes up LetsVidya. Particularly, do I lead in a way that treats our team members as nothing more than robots? After all, if every interaction I have with team members is transactional then do I really value them more than my son does his Nana’s Alexa?
As leaders, we have to interact with our teams as the living, breathing, individuals they are. They are individuals with feelings, life experiences, good days and bad days, things that encourage them, and things that discourage them. To get the most out of our teams we have to recognize those things and to do that we have to build a culture of knowing and being known.
Knowing and Being Known
Your team is your greatest organizational asset. When everyone was working in the same office, it was easier to create spaces where you could get to know your team. Office lunches, happy hours, inside jokes in the break room, group celebrations of life stage events (marriages, graduations, corporate anniversaries, and retirements), and natural touchpoints for jobs well done. These events allowed us to know our people, our people to know each other, and for them to know us.
The challenge is that knowing and being known is even more important for organizational health in the context of remote work. Studies show that employees who are engaged and have work friends are more productive and have a lower churn rate. When work moves from a shared workspace to remote locations, building and maintaining those relationships is no longer natural and simple. It takes us as leaders being intentional and strategic.
On a personal level, we recognize that relationships are built over time as we repeatedly engage socially with the same group of people. Professional friendships are no different, they are built over time while engaging in rhythmic social gatherings. While regularly finding time for our team to play and laugh together may seem counter-intuitive, it is one of the most important things leaders can do for their team.
From the start, LetsVidya said that we wanted to help decentralized teams build and maintain relationships. For the last year, we have done this by partnering with organizations to do virtual events in a one-off format. But, as previously stated we recognize that it takes more than a random event to develop relationships.
For this reason, LetsVidya has designed a new model that makes engaging with your team strategic and rhythmic while remaining low maintenance and stress-free for you as a leader.
Understanding that each team is different, we have designed event packages around both the desired frequency of events and your team size while maintaining the ability to custom create events that are unique to your group.
With regularity comes the ability for us to track employee engagement over the life of our relationship and provide you with the data you need to best lead your team.
Take a look at our new event packages and let’s schedule a time to talk about how LetsVidya can help you develop teams of people who are engaged relationally with each other and the organization as a whole.
What are you doing to provide your team with the tools to engage relationally? Tell us in the comments below.