Comment faire preuve d’empathie envers les membres de l’équipe virtuelle ?

Call individuals regularly, and ask them their wellbeing, about their family and social life, share your personal updates to open up. Build trust to keep their secrets (attributes, behavior, emotions, etc) and ensure never will use them in any circumstances.

Having regular discussions, showing them trust, giving them space to complete the task, avoiding micromanagement, etc. can surely empathize with virtual team members.

Simple, BE PRESENT! Take 1 on 1 time, no distractions and ensure you are present and fully available for that human being in front of you. (even if virtually). Demonstrate empathy and care by listening in with your heart first and you notice that, at times you may not even need to reply. Sometime, all we need is someone present and deeply listening to what we have to say. Overtime, trust and bonding will increase and from there, both parties will be able to communicate on a deeper level, bringing to light more and more of what really need to come to the surface to be healed. It takes patience, courage and most of all, love.

On thing i have found helpful on virtual meetings or virtual management is setting long term objectives for your organization or business. Everyone trying to avoid reports but in virtual management reports is always the best to track the progress of those objectives without micromanaging them. Setting an objectives track the progress are the good tools to achieve your goals without having your team under pressure.

Over communication. I would say reach out to them, ask if what would make it easier for them, put yourself in their shoes, understand, what they are not ready to ask, seek out and help

I've seen empathy's pivotal role in virtual teams. Expressing appreciation isn't just polite; it's strategic. Recognizing dedication, whether spoken or written, greatly boosts morale and performance, fostering loyalty and belonging. In tech industry, innovation and collaboration are vital, requiring an empathetic team culture. Throughout my leadership journey, integrating appreciation consistently delivers outstanding results. The 'Appreciation Shower' ritual, mentioned earlier, builds cohesion and gratitude. Being a leader isn't just a title; it's grasping empathy and appreciation's profound impact on high-performing remote teams.

A phrase I learned today is to look for “glimmers” - small things that spark joy. I think appreciation is often saved for big achievements when it could and should be a part of every day interactions. Look for even the smallest ways to appreciate everyone - be inclusive and include everyone. There is always something to discover to appreciate. And if you think there isn’t- then take the opportunity to appreciate someone in advance. That is when appreciation can truly be inspirational.

I completely agree that appreciation should be on the agenda of every team meeting, as it is a powerful way to boost morale, motivation, and performance. A method I recently used, called the "warm shower," proved to be an effective way to demonstrate appreciation. This technique involves team members taking turns to shower each other with praise, recognition, and gratitude for their contributions and efforts. Such practices not only make team members feel valued and acknowledged but also foster a positive, supportive team culture. By incorporating appreciation into team meetings, leaders can strengthen the bond and loyalty among team members, ultimately contributing to a more harmonious and successful work environment.

Yes, this is true! Expressing appreciation in virtual teams within organizations is a potent empathy builder. It fosters a sense of value and understanding, strengthening trust and respect. This leads to enhanced social bonds and cooperation. It also aligns personal growth with job roles, promoting a gratitude mindset and associating work with positive emotions. Ultimately, it boosts team morale and fortifies workplace relationships, making appreciation expression a cornerstone in cultivating an empathetic virtual workspace. Best regards.

Nowadays, there is a pattern that we don't appreciate and we don't blame, to have a congenial atmosphere at work. However, I believe it's important to appreciate subtly. Not over do it, so that the other person feels guilty or jealous. It's very important to choose the right words.

Sometimes it's difficult to get to know the people you work with because you only jump on calls to talk about work-related topics. It's essential to understand that there must be room and time for bonding, sharing experiences, talking about what's happening in each other's lives. You'll work better together, achieving better results and having fun!

Offer support to others, always! In such a competitive professional world, help is not always at hand. For many people, asking for help is seen as an act of weakness. They simply don't do it and the frustration is enormous. I assure you that the result is much worse. Offering help not only speaks well of us as people, but it also unlocks the inhibitions that many professionals have about asking for it. Always offer help! Ask for help, too!

Always be a safe space. Allow that "five minute freak out" where someone needs to get things off their chest before they can shift their mindset and be productive. Validate their feelings when you can. Clearly outline any next steps and who needs to take them away and FOLLOW THROUGH. The best way to ensure your team feels supported is not only to listen and understand, but to understand the difference between when they just need space and when they need action from you.

In my experience, Offering support to team members in a virtual setting fosters a culture of understanding and interconnectedness. When individuals extend assistance, it transcends the limitations of digital interactions, allowing teammates to perceive and resonate with the emotions and challenges faced by others. This mutual recognition and responsiveness build a foundation of trust and vulnerability. Over time, these supportive gestures create a ripple effect, cultivating an environment where empathy becomes a shared value, bridging gaps and enhancing team cohesion despite the virtual divide. Best regards.

Help the team to plan the capacity. Identify their strengths and be independent. Providing support is great but making them self reliant and self governed is awesome.

The best approach to any team is to be curious. Be curious about their experiences and expertise. Be curious about what perspectives they have. Be curious about the team can benefit from bringing together shared experiences to build inclusive solutions. Be curious about your own ideas and how they differ from others. Just Be Curious and Learn

I think this is a very important topic. In my perspective, adapting to diversity within virtual teams promotes a deeper understanding of the myriad of backgrounds, perspectives, and experiences each member brings to the table. As teams embrace these differences, they become more attuned to the unique challenges and strengths of their colleagues. As individuals seek to understand and appreciate the varied viewpoints and cultural nuances of their teammates, they naturally cultivate empathy. This empathy not only bridges cultural and geographic divides but also enriches team dynamics, leading to more inclusive, harmonious, and effective collaborations within organizations. Best Regards.

When studying for my PMP exam, I learned that the success of being a good project manager is how well you communicate. 90% of a win depends on communication alone. This means how articulately you can express what you think or say. In any project or operation, when trying to solve an issue, you have to ask, converse, email, or chat with absolute compassion to know what's going on, or what happened. You must overcome the urge to stop communicating even when the other person is rude or does not want to communicate. The communication turns even better when the content is structured, delivered to focused points and is brief. Similarly, when expressing affection, communication equally wins just like the way it does in the professional world.

What I learned as project manager and manager of international teams: as a core task of every leader, whether a manager or project manager, communication is crucial in fostering trust, rapport, and engagement among team members. In fact, one can never overcommunicate when it comes to building connections within a team, especially in a virtual setting.

Don't only check in during regularly scheduled 1:1's. That should be the bare minimum. Hold office hours or a Q&A session with just your team after announcements, especially if you didn't have enough notice to prepare them ahead of time. Be yourself. Be real. While still maintaining professional and respectful boundaries. If someone seems off during a call, see if they have space to connect afterward.

Check ins and outs at the end of the day or even meeting (takes seconds with the right tools) increase empathy and thus performance. Turn Check ins/outs into a ritual and use concrete tools to spark engagement. i.e. random questions: For check in: "If you would describe your energy / mood as a drink, what would it be?" For check out: "If you could turn your work day into a newspaper headline, what would it be?"

I wholeheartedly agree that these check-ins are not just recommended but an obligation of every manager to ensure the well-being of their team members. In my experience, allowing teams to choose their communication channels and agendas themselves, within the boundaries set by the leader, fosters a sense of autonomy and trust.

Come together regularly to have in person experiences. Build memorable and valuable times to strengthen bonds. Virtual can be great but it is further reinforced when there are opportunities to do things together in person.

One thing I've found helpful is to regularly have time for the team to come together(even if just virtually) to connect about things beyond day-to-day work. Every two weeks, my team comes together and we start with answering a random question that everyone answers. I keep the questions from being too personal to accommodate team members less keen on sharing personal details, but still make them fun. It can be anything from asking why their favorite color is their favorite to what is their dream car or favorite holiday tradition (any holiday). If you find themes in what the group connects over best, you can stick to questions that will have the most engagement. For example, my team loves food related questions.