Employee engagement concerning the virtual environment can be a challenging thing to gauge. Now more than ever, it is so important to be vigilant about the behaviors and expressions of employees. With over 50% of the workforce transitioning to online communications methods, there is much to learn in terms of deciphering the mannerisms of an employee in a virtual work environment.

Contribution is key when it comes to being part of a group. Those who do not contribute may seem like they are not interested in the activity, when in reality this could be caused by many factors. Ultimately, it is the responsibility of the leader to ensure that all team members are comfortable and in the right headspace. A disgruntled, shy, or non-communicative worker could indicate many things. That is why it is important to rely on steady and impactful communication methods when managing a team that ranges far and wide.

Video Calls

Zoom, Skype, Facetime, and numerous other outlets for video-calling have taken over the way associates and colleagues communicate to one another. Unfortunately, many leaders choose to hold conference calls with their entire team on mute in order to avoid distractions. Many employers believe that what they have to go over is more important to cover in one go rather than taking breaks to recognize feedback and engagement.

Many employers make the mistake of asking for feedback after they have finished talking non-stop for an extended period of time, without realizing that many employees have zoned out of the call entirely. This is one of the most fundamental problems with video communication, for it minimizes the engagement of employees. In reality, video calls should be as interactive as meetings and conferences that are held in person. It is the responsibility of the leader to ensure that their messages are received clearly by team members.

It’s one thing to be confident in what you are saying or to communicate information that is vital to a team’s success. However, it is another thing to center a call around an individual who is limiting the involvement of their team members. Asking individuals to give up their right to ask questions, give insight, and provide feedback may discourage them. We all have two ears and only one mouth. It’s important to listen twice as hard and really hear your team in order to provide them with the insight they need rather than what you may think they need without asking.

Talking Over-The-Phone

It is important to gauge tone, frequency, and contribution in order to carry out a productive conversation without seeing the expressions or gestures of another person. Engaged employees will be excited to hear news of any kind, regardless of their location. Their tone should reflect their respect and understanding of the topic being covered.

Frequency of voice is another thing to look out for. Those who speak in a higher frequency of voice may be nervous or shy. While they may be engaged, it is important to diffuse any nervousness or stress an employee has regarding a conversation with you. An employee who speaks in this frequency may have difficulty being honest due to their fear of your reaction, whether they are delivering good or bad news. Those who take a low tone may be disengaged from the conversation or simply burnt out because of an overload or influx of work-related responsibilities. Whatever the case, it is important to check in on your employees every once in a while.

Contribution is a key indicator of the engagement of employees. Referring back to the section on video calls, without the ability to contribute, there is no room for engagement. You must allow your employee to voice what they need to and listen twice as much as you are speaking to them. Most of the time, an employee will tell you what is bothering them or hindering them from contributing if you prove that they can trust you to listen to what they have to say. However, if an employee is simply not contributing at all, it may be time to have a more in-depth conversation regarding their involvement.

Messaging

Messaging via Email, Slack, WhatsApp, and similar apps may be convenient, but it is ultimately one of the hardest ways to determine a team member’s engagement. Factors such as snooze mode, silent mode, vibrate, read receipts, reception, and more make it almost impossible to tell when or if a message has been received or a response has been sent. However, it should be stated to all team members that responses should be given within a specified time span. You should communicate when the work day is over and when the work day begins, and that employees should respond to work-related emergencies immediately.

One thing to be aware of when messaging is that every word has a meaning. Unfortunately, some people do not carefully select their words to indicate attitude, understanding, and tone. The best way to gauge engagement regarding messaging is to assume every conversation is occurring as if it were face-to-face. Keep in mind that if an employee is currently working, it may take them some time to respond. Regardless, a leader should enforce that all notifications and ringers are turned on. This way if a message goes unanswered, it is up to the team member to provide an adequate response of why they were disengaged.

Having Trouble Keeping Your Team Engaged?

Don't sweat it! Sometimes the solution is as simple as scheduling a team-building exercise. Building working relationships with your team is crucial when it comes to gaining their trust and earning their respect. When a team member trusts you enough to speak honestly about their mental state or provide insightful feedback, it isn’t only beneficial to the business, it’s simply a great feeling. If you are having difficulty keeping your team engaged, try TriviaHub! We offer 20 types of team-building events that are sure to elevate engagement and communication among team members.