Below are ways that managers can help ensure their team’s virtual experience remains engaging while also staying productive and on task

Facilitate regular conversations between managers and employees (THIRD PARTY SITE)

• Create regular stand-up meetings with your teams/employees to check in on how they’re managing and to foster engagement across the team/projects
• Engage regularly to ensure tasks don’t fall through the cracks and are on track for completion
• Allow for open dialogue with employees to ensure they feel comfortable discussing issues *Notice patterns of behaviour in your teams*
• Check in with employees working virtually
• If an employee showing a new behaviours or patterns that are concerning to you and the team (from what would be their “normal”), check-in to make sure everything is okay.

Continue to reinforce organization values and resources

• Managers should continue to model and uphold Transport Canada’s values and ethics code while working virtually
• Misconducts should continue to be reported
• Resources are still to be utilized when working virtually (e.g Employee Assistance Program (EAP))

Cultivate Community and Respect

• We all work better when we feel like we are part of something larger. In addition to creating context, cultivate a feeling of community and respect for your team

Equip Employees

• Ensure that employees have the proper equipment (monitors, tablets, chair, work station, etc.) as well as access to the necessary applications/networks needed to do their work
• If employees do not have the proper equipment/necessary applications to do their work, managers should steer their employees in the direction to follow the procedures in place for the use of such tools and in the direction for the training required to use such tools, e.g. CCM Mercury, RDIMS, etc.

Take advantage of technology

• Digital and collaboration tools are now being used more than ever before! Take advantage of some of these tools such as, Basecamp, MS Teams, Slack, Trello etc. within your teams to collaborate and increase productivity.

Focus on outcomes, not activity

• It is important to manage expectations and stay focused on goals when switching to a virtual workforce
• Working virtually has led to employees juggling multiple responsibilities at once therefore processes that worked in the office (i.e daily 9am in-person check in meetings, or normal 8-4 hours) may no longer be feasible
• Managers can demonstrate flexibility with various working schedules while still ensuring that the work is being completed and adhering to collective agreements.
• Be flexible and see what works for your team - remember that every employee’s situation may be different. What works for one may not work for everyone

**Remember that this is a case by case situation - managers and employees should have conversations to ensure that clear expectations are communicated.**

Increase recognition within your teams

• It seemed easier to give your employees a pat on the back or high five on tasks well done in the office
• It is important to maintain these “virtual high fives and pats on the backs” while working virtually to maintain this feeling of a job well done within your team.
• Recognize employees so their efforts don’t go unnoticed

It is also important to celebrate your employees for their hard work and efforts while working virtually.

Host a virtual potluck lunch

• Take a collective lunch break and host a virtual potluck using a tool such as MS Teams or Zoom where you can share stories or experiences unrelated to work
• This is a great opportunity for employees to get to know their coworkers on a more personal level as well as allows for “social interaction” while working virtually.

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