Effective team relationships are essential for high performance, and our micro-interactions hold the key to building these successfully.
In the “new normal” of hybrid and remote working, building teams that work well together is more important than ever. Yet many teams suffer from low engagement, loneliness and stress. Our everyday micro-interactions may seem unimportant, yet they hold the power to turn this around.
So, what are micro-interactions? They are what we say, and don’t say, whether spoken or written. They are what we listen to and what we ignore. They are the interruptions and the silences, the smiles, frowns, and flashes of irritation that pass across our faces. They are our habits and behaviours. Micro-interactions are the moments of connection we have with other humans that occur in their multitudes every single day.
Micro-interactions form the foundation of our relationships. Any given relationship comprises thousands of interactions and shared moments over time. Around a core of longer, deeper conversations and more significant events, most of what makes up our relationships are short, apparently inconsequential interactions. These are interactions which we frequently do not put a great deal of thought, planning or intention into.
Here are five key micro-interactions which are critical for building relationships in remote teams.
Talk about “how” as well as “what”
Many conversations focus on what needs to get done; we all have to-do lists and deadlines to meet, and these conversations feel efficient and productive. Yet it is equally important to discuss how your team members prefer to work and communicate. When we take time to understand how we can support our team to be at their best, we can create the conditions they need to thrive, as well as leaving them feeling seen, heard, understood and respected.
Space to listen
Regular, predictable check-ins on a one-to-one basis provide space for your team to be heard. If they are struggling, they may not feel comfortable bringing that up immediately, so if such conversations are too infrequent they simply suffer in silence. Regular check-ins provide the opportunity for them to bring up anything bothering them. It’s equally important in those conversations that you leave plenty of space for them to speak. When we jump in and fill any silence, we make it harder for them to speak up.
Safe space for support
Remote work can make it harder for team members to access support, both for practical reasons and a fear of how a request for help might be perceived. You can mitigate this by making it normal, even expected, that team members receive support. Instead of asking: “Does anyone have any questions?” in the closing minute or two of a discussion, try asking “What questions do you have for me?” or “What support can I give you with this?”. These set the expectation that questions are normal and support is available. Even better, ask the question with ten minutes left rather than two to create sufficient time to provide that support.
Feedback little and often
It can be easy to miss giving feedback when teams are remote, as the informal opportunities are not so readily available. Feedback therefore gets shoehorned into formal structures only, namely periodic reviews.
Make extra effort to give feedback frequently, and don’t forget to give at least as much positive reinforcement and appreciation as you do constructive or critical feedback. Take time giving the feedback, as remote work can increase the chances of misunderstanding messages. Be specific and actionable, and where you see positive change, acknowledge it. This goes a long way to ensuring team members feel their work is being noticed and appreciated.
Light-hearted connection
Don’t forget to have some fun too! Light-hearted connection, sharing photos or stories, checking in on family, all help create more rounded, deeper relationships between team members, as long as it is done in a respectful way. Gallup research has shown that having a “best friend” at work is strongly linked to business outcomes, including profitability, safety, workplace satisfaction and retention. Be creative on how you include these interactions, whether in group or 1:1 conversations, or via whatever technology you are using to stay connected.
It’s easy to underestimate the power of micro-interactions. Make sure you’re using your micro-interactions with thought and intention so they are helping you make, rather than break, your remote team relationships.
