{"id":596242,"date":"2023-06-28T13:24:11","date_gmt":"2023-06-28T17:24:11","guid":{"rendered":"https:\/\/joangarry.com\/?p=596242"},"modified":"2023-06-28T13:24:12","modified_gmt":"2023-06-28T17:24:12","slug":"working-remotely-nonprofit","status":"publish","type":"post","link":"https:\/\/joangarry.com\/working-remotely-nonprofit\/","title":{"rendered":"How to Manage Your Team When Everyone’s Working Remotely"},"content":{"rendered":"\n

In the \u2018before times\u201d (pre-pandemic) I operated my firm<\/a> and the Nonprofit Leadership Lab<\/a> with a hybrid work model. It just happened that way. A few people were working remotely, but most of the team came to work every day in our office here in Montclair, NJ because I started growing my company the old fashioned way. <\/p>\n\n\n\n

That said, my business partner has always worked remotely from his home office near Baltimore. As the business grew, we added folks from four more states in three different time zones.<\/p>\n\n\n\n

At our office in NJ, we ate lunch together, had inside jokes, and ad hoc conversations. I loved the office vibe \u2013 it\u2019s a great group of people and it was quite fun to come to the office every day.<\/p>\n\n\n\n

But it was also a problem. <\/p>\n\n\n\n

I never thought much about it if I\u2019m being honest. But we really should have found a way to include more of our remote folks in all the camaraderie. We were one team, but those who were working remotely were a collection of individuals who felt left out. <\/p>\n\n\n\n

Today, our team is larger and more geographically diverse. We\u2019ve added two more states. We still have that NJ office. I am the only one who uses it. <\/p>\n\n\n\n

We now operate in a fully remote model. I have team members I have not met in person (yet). So I have led with both the remote and hybrid work models.<\/p>\n\n\n\n

And guess what? I vote for a remote workplace. <\/p>\n\n\n\n

Our team culture is much stronger. Everyone\u2019s Zoom box is the same size. No one has what is perceived to be special access. I believe people feel a greater sense of belonging than in our pre-pandemic hybrid work model.<\/p>\n\n\n\n

A few months ago, I thought about suggesting that our local folks come to the office 1-2 days a week. Then my business partner, Scott, shared how he felt about the hybrid set up\u2026 <\/p>\n\n\n\n

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\u201cWhen a subset of the team works in the same physical location as the founder, for everyone else you don\u2019t just feel left out. You can feel a kind of paranoia \u2014 are they making decisions without my input? What are they saying about me?\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n

After that conversation, I understood that a hybrid workplace made it very difficult to create a real sense of belonging<\/a> for our team. And if you don\u2019t work intentionally to create a true sense of belonging in your workplace – especially amongst those working remotely – you will not retain your top talent.<\/p>\n\n\n\n

Our shift to a fully remote workplace from a hybrid work model has turned me into a champion for a remote work model. The champion thing stems from understanding that in order for a remote work model to succeed you must double down on building a real sense of belonging. <\/p>\n\n\n\n

And I have some practical ideas for nonprofit executive directors, board members, managers, and HR professionals in the nonprofit sector who are looking for ways to bring their remote teams together.<\/p>\n\n\n\n

You CAN Make The Hybrid Work Model Work<\/strong><\/p>\n\n\n\n

Some organizations have no choice \u2014 I get it. If you are a direct service organization for example, lots of your people can’t work remotely. I have the luxury of choosing. <\/p>\n\n\n\n

If you don\u2019t have that choice, you must embrace intentionality. I learned this from my friend and expert on gatherings, Priya Parker. Priya had zero idea that her super power would become mission critical to many of us beginning in 2020. Check out this recent podcast episode I did with her about how hybrid meetings can be remarkably effective<\/a>, and learn more about her work at priyaparker.com<\/a>. Or listen to her NY Times podcast, Together Apart<\/em><\/a>.<\/em><\/p>\n\n\n\n

How To Create A Culture of Belonging in a Remote Workplace <\/strong><\/p>\n\n\n\n

Whether your org has a hybrid work model or a remote work model, one thing\u2019s for sure: It\u2019s much more challenging to foster a sense of belonging across your team when everyone\u2019s not in the same place \u2014 but it\u2019s not impossible.<\/p>\n\n\n\n

In fact, there are 10 things that I think really helped our team get there.<\/p>\n\n\n\n

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  1. Welcome New Folks With Intention<\/strong>
    A new employee\u2019s first day at their job could be just that person at their kitchen table. Not exactly a warm welcome. A package should be sent to a new employee \u2013 not just an employee manual and a budget. Include something thoughtful. Swag if you have it. A GrubHub gift certificate for a virtual day 1 lunch date with the new boss. 

    And please don\u2019t forget to include something<\/em> on day 1 that ignites your new team member about the power and meaning of your work \u2013 a link to a video, testimonials from clients.<\/li>\n<\/ol>\n\n\n\n
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    1. Not Just Zoom Meetings<\/strong>
      There are a few apps we like that help all of us working remotely feel like we’re together. <\/li>\n<\/ol>\n\n\n\n