3. Online / Wii games. Use a game console in the lunchroom or a virtual game provider if your team is fully remote( more directions previously on this one in the ' 24 / 7 games ' example).
4. 20?’ s Build a series of word clouds with random 20 questions, have people scan a QR code, and answer the series. Then share the results … it will be interesting to see the commonalities.
Fast Forward
Here is the most often missed and richest opportunity that managers and leaders have at their disposal. Fast forward is when we take team building and integrate it into the training and daily life of our team.
This could mean adding a game structure around a training course and awarding points, badges, and winners ' circles to promote healthy competition between sales teams with weekly acknowledgements.
It could also mean adding a get-toknow-you activity or icebreaker at the beginning of your regular meetings or doing that rewards and recognition stuff you’ ve been putting off.
Wise managers seek opportunities within their organization to fit a team function into regular training or work life. It ' s called fast forward because team collaboration and connectivity improves faster as it is done on a regular basis, and not just a huge capstone annual event.
1. Online / intranet scavenger hunt. Insert tokens or“ chocolate eggs” that your team has to find in client files. Create a series of clues / questions that lead them into the files so that they can discover the tokens. They then collect the codes on those tokens: the person with the most number of tokens wins.
2. Coffee talk. This is a tool we use as“ a get to know you” activity. Basically, it is a series of open-ended questions or statements that pairs of people take turns answering.
You can use this method to learn more about a certain work-related function by building questions
30 CONTACT CENTER PIPELINE
WORKING IN A REMOTE WORKSPACE HAS A MULTITUDE OF AMAZING OPPORTUNITIES TO BUILD A COHESIVE AND COMMITTED TEAM.
that focus on that content( i. e., say you were doing a customer service session, you could ask“ How do you deal with an angry customer? Or I escalate calls when …”)
3. Build an acronym“ Wiki” just for your team. It’ s so amazing how different teams have their own language … host a Slack channel that teaches your teams the unique vernacular about customer service, technology, etc. Then host a game show like " Jeopardy!" around that unique content to your team.
Fix
Sometimes“ team” issues become painful. This can be as a result of strained relationships, favoritism, perceptions, downsizing, outsourcing … the list goes on.
Typically, at the core, there are some trust issues between your team, sometimes precipitated by either internal or external issues. Either way, these need to be dealt with so that they don’ t become caustic and debilitating to your team ' s progress, connectivity, or profitability.
There are many ways to“ fix” team building, and often it requires a consultant, coach, or senior leader ' s support.
These team building solutions can be very intricate, have long reaches within the business, and take some heavy lifting. Some of the solutions for teams in crisis can include removing the staff source of contention, group coaching, change of management or employee, or a confrontation event.
Do note that any of these solutions require a full toolbox of skills and should not be entered into lightly, nor without significant support and planning. All that being said, once you“ fix” the team, you will have opened the way for them to redevelop from this new starting place.
TEAM BUILDING
1. Cross-cultural issues. How to manage language, ethics, etc. Oftentimes people of different backgrounds are accustomed to responding in certain ways. Cross-cultural education can help to bring information to the forefront.
2. Time zone. It can be challenging to schedule meetings, provide training, etc. Some solutions include asynchronous learning and micro learning for training and quick Doodle polls for meeting schedules.
3. Expectation that you are always available. In a 24 / 7 environment it is easy to step outside of your personal life to“ go to work” … this can be detrimental to your health and family. Make sure to establish and keep accessible and regular hours.
4. Personal relationship with the team leader. Be careful to allocate“ sweet jobs” equitably. It is very easy to offer the choice assignments to those closer to you both geographically and personally. But this can create division in the team.
5. Isolation. Loneliness is an epidemic according to the World Health Organization. Create opportunities for your team to come together both in-person and virtually. Also, in your coaching and performance appraisals look for ways to incorporate dialog about social activities and interactions( i. e., belonging to a local interest club or place of worship).
Working in a remote workspace has a multitude of amazing opportunities to build a cohesive and committed team. As we do the work in engaging our workforce, managers and leaders will begin to see the benefits to the bottom line and client satisfaction. Take little steps consistently to see longterm results.
Tyler Hayden CSP, is a dynamic keynote speaker and team-building expert since 1996. He ' s an internationally respected author of over 25 books, known for innovative management techniques and engaging workshops. Tyler’ s motivational speeches, filled with insight and laughter, consistently receive rave reviews from business leaders and managers.