Six Tips to Build Inclusiveness with Remote Workers

 

Personality characteristics play an important role in individual and team performance. They are the mortar that holds the team together and the chisel that tears them apart.  

For those working remotely, personality plays an even more crucial role. Some will thrive when they don’t have to show up at a physical location on a daily basis, and others will struggle.

With the loss of a structured routine, it’s easy to feel disconnected when you’re in one place and your co-workers are in another.

As a leader, you must ensure remote employees are not struggling with loneliness or feeling left out. To communicate meaningfully, you need to understand what makes each of them tick so you can build rapport and trust.

 

An invaluable tool to tailor the way you communicate with different personalities in the workplace, and especially with remote workers, is a scientifically based personality assessment completed by your staff online. Understanding individual communication and motivational needs will enable you to build a more inclusive work environment.

The technology behind personality and communication assessments has an added bonus. Team reports can be generated to help managers better understand how personalities and behaviours mesh together, or not. This knowledge can be used to develop effective teams that work together cohesively to produce dynamic results.


Six communication tips to build inclusiveness:Some personality types will demand more attention while others have to be drawn out of their shell. Here are six communication tips that all leaders need to practice.


1. Set everyone up for successBe crystal clear about team goals and individual duties and responsibilities. Outline what questions/issues require a group video call meeting versus a quick email, and your expectation for the timing of responses. Ensure there is understanding and buy-in so nothing is lost in translation.


2. Check in consistently Depending on personality, some team members will be the first to ask a question or raise a concern. Others may say nothing before it is too late. Managers need to proactively check in to listen and encourage questions to keep everyone involved. Consistent interaction with each team member will ensure they feel included and valued.


3. Promote team collaboration Remote workers can often feel alone and disconnected. Working within a team promotes a feeling of inclusiveness and self worth. When putting together working groups, behavioural profiles give you insight into how to best balance talents and personalities. Let them agree upon their methods of communication but set up regular manager/team check-ins to monitor progress and ensure equal participation.


4. Improve team dynamicsPersonalities influence how individuals communicate and collaborate with others. Personality profiling helps individuals become more aware of who they are and why they behave and feel the way they do. As a manager, encourage an open dialogue so team members can understand each other’s personalities and differences to improve how they interact with each other.


5. Strengthen inclusivenessRemote workers want to be part of the decision-making process in their companies. Show your employees how much you value their contributions and opinions. Let them be heard and have a voice so they don’t feel alienated and undervalued. Include them in meaningful discussions about company objectives, visions, and plans.


6. Be transparentMake transparency part of your team culture. No one wants to feel there are secrets which can encourage an environment of fear. Being transparent can also diffuse gossip or rumours. When you have news to share, make sure everyone hears at the same time. This is important for remote employees so they don’t feel they are the last to know or that information is being withheld.


Building and maintaining inclusion to today’s remote environment takes planning. The best leaders will work with the different personalities and aptitudes in mind to foster trust and collaboration. They recognise that each person has a unique character. By supporting those who struggle and encouraging those who thrive, everyone will feel valued and included.


Understanding the personalities of team members provides valuable insights. It enables managers to understand how to motivate each employee and their teams, plan development opportunities, and enhance team culture.


Drake P3 generates a wide range of individual and team reports. To learn more on how to identify top talent and develop team cohesion and performance, contact us today at 


Discover how Drake International’s portfolio of Talent Management Solutions can solve your people, productivity, and performance issues.

2016-04-12

The importance of exit interviews

Drake Editorial Team

Making assumptions about why employees voluntarily leave your organization can prevent you from gathering useful information. With their unique perspective on the organization and their position...

Read More

2011-08-17

Five criteria to identify high potentials in your ...

Samuel B. Bacharach

Today’s organizations find it challenging to locate and put in place a new generation of leadership that is both proactive and pragmatic. By what criteria, however, do we decide whether somebody is a high potential...

Read More 

2012-10-02

The financial rewards of employee engagement: bett...

Drake Editorial Team

Employee engagement is the lifeblood of successful organizations. When employees are deeply connected to their organization, they share the vision of their employer and not only commit to achieving overall goals...

Read More