Bridging the Connection Gap in a Virtual Workplace: 9 Actionable Ways Employees Can Overcome Hurdles to Connect With One Another in a Remote Workplace

For many, casual interactions in the office are a highlight of the day—valuable moments to decompress, socialize, and build relationships outside of work discussions. While such high-interaction moments might seem more challenging in a virtual setting, with thoughtful planning, these interactions can be just as impactful remotely.
 

1. "Watercooler" talk
   
   "I miss talking about sports or tv shows."
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   Create communication channels or Employee Resource Groups titled and dedicated to various interests, such as “Families”, “Football”, “Real Housewives”, etc.  It’s important to create rules of engagement for these channels in your Communication Charter and be sure that leaders are leading by example. Designate the first 3-5 minutes of team calls for this kind of talk by building it into the agenda.  You can also encourage the use of tools like asynchronous Slack or Teams video messaging for this kind of communication to keep the conversation going.
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2. Brainstorming
   
   "How can we be creative and bounce around ideas without a whiteboard?
   
   Most likely your communication tools have a virtual whiteboard. Get acquainted with their features and practice a whiteboard session, by playing a fun game. The best part about these features is that they can be worked on asynchronously as well as synchronously. This allows everyone to be able to contribute in ways that are most efficient and productive for them.  No more marking the office white board “don’t erase!”.  When it comes to brainstorming time, hold a session on a call - have designated prompts and give people x amount of time to answer on their space on the board, then open the floor to sharing verbally, and then go back to the board for x amount of time.  At the end of the session say something like you have until the end of the day tomorrow to keep adding.  You will be amazed at how much quality brainstorming can happen in a short period of time, from anywhere! 
    

3. Celebrations
   
   “No birthday song singing or baby showers? How do we show people we care?”
   
   Having personal milestones celebrated by the team is a great way to build connections and show people they are valued. Get creative and have fun with this!  Have cupcakes delivered to the person being celebrated, host a virtual party with instructions for everyone to bring their favorite snack or treat to enjoy, or even include a theme for team members to create fun backgrounds or wear accessories.  We often hear that it is the thought that counts, and this is a place where that can be so true.  Make sure to dedicate a budget every year for deliveries so you can encourage the team to recognize events with small, delivered gifts.  Things like flowers for a birthday, a plant for a death in the family, even a handwritten note to say great job all mean so much.
    

4. Happy Hour
   
   “I want to let loose and get to know new people at work.”
   
   Happy Hours can be fun, but rely on after hours hang outs, which aren’t realistic for many modern workers with responsibilities at home, other extracurriculars, or who value time to themselves in the evenings. Think outside the virtual happy hour and encourage special virtual interest groups, like a book club or gaming club. Have a dedicated point person to help with ensuring the group has a video chat line, calendar invites, and is responsible for keeping the hangouts consistent.  Have a Friday trivia or challenge that goes on after lunch to get people connecting on a non-work level and excited for the weekend.  There are even companies that do weekly trivia that is done async throughout the week with winners announced and celebrated on Friday. Get creative and have fun with these.
    

5. Observing someone is down or struggling
   
   “I can’t tell if someone is having a bad day or doesn’t feel well.”
   
   Remember to be emotionally present wherever you are.  Identify the signs that someone may exhibit if something is wrong and be sure to explore that. Creating a safe space for people is key to fostering trust.  Make it a habit to check in on people during 1:1s always, so it’s expected and normal.  Use async check in tools to give someone a chance to open up.  Set an example by taking the day off if you are sick or need a personal day and be sure to communicate that to the team so they know it’s okay for them to do the same.
    

6. Feeling isolated
   
   “I feel alone and like an outsider.”
   
   Be intentional in identifying what may be causing this.  Are you in a different time zone than most people, or do you work different hours?  Are you informational or project siloed?  Flag this feeling to your manager, even if you can’t identify why.  A phrase we use often is ‘You don’t know what you don’t know’, and there may be practices in place that you don’t know about that can help you.  There could be pre-established messaging groups or clubs you could join, Coffee Break matchups that allow people to meet someone new in the company and chat for 15 minutes, mentor programs, etc.  It is also possible that your manager didn’t realize the schedule or processes were causing this issue, so speaking up in a touch base can help them know that new considerations need to be made.  Isolation is a productivity and mental health killer, and nobody wants that.
    

7. Joining the team
   
   “I’m new to the company and don’t know anyone.  How do I find my place?”
   
   This is one that takes some prep.  While you are searching for a new job, be sure to think about what you are looking for in a company culture.  Identify a few key points so you can be sure to learn and ask about them in interviews.  This way you have a leg up when you start. It’s natural for this to take some time, so be patient, but also advocate for yourself. If the new hire onboarding hasn’t been sufficient in connecting you with the tools and people you need to feel a part of the team and be successful, voice that concern early. As an employer, be sure that your onboarding includes all the ways your company culture shines - such as new hire buddies, mentors, check-ins and training with people in and out of the new hire’s team, new hire about me sheets and introductions at all hands or in the newsletter on wiki.
    

8. Wellbeing
   
   “I want to be sure my team is taking care of themselves.”
   
   Set standards in your remote policy and handbook around work life balance, movement breaks, what to do if a team members feels burnout, and how to get help, etc. Think about offering benefits that support wellbeing like stipends, monthly mental health days, fitness trackers, and subscriptions to meditation, therapy, or fitness tools.   Then set the standard, talk about what you do, celebrate when someone takes time off, volunteers, or shares a personal wellbeing win.  It’s paramount to create emotional safety for people to open up and feel safe to be honest when it’s hard and they need space or help.
    

9. Manager/employee relationship
   
   “My manager doesn’t check in, so why should I?"
   
   As a remote employee, it’s more important than ever to showcase your productivity and achievements to your manager since we aren’t relying on observing work being done in a shared office space. So even if your manager isn’t very proactive with you, make the effort to communicate with them on a regular basis, and talk about how you can improve communication and get to know one another better. Managers also need to walk the walk!  You can’t expect people to feel comfortable building connections with coworkers when leadership sits on a high horse.  Remember the humanity aspect, and always ask yourself, is this how I would speak or treat a friend or family member?  If this person were to go home and talk about me and my actions, would I like what they have to say?  When goals are set and everyone works together to achieve them, connections are made.