Team building is one of the most effective investments that organizations can make in their people practices. For one, it definitely augments engagement in the workplace which has a direct impact on productivity and performance. Statistically speaking, 75% employers rate teamwork and collaboration as very important, which is a direct outcome of team building. At the same time, 86% employees believe that a lack of collaboration is what leads to workplace failures. 

While there is no doubt that team building is vital for organizational success, the transition to remote work is definitely adding challenges in the way. Thus, most organizations today are augmenting their capabilities to spearhead and run virtual team building activities in an attempt to ensure seamless collaboration and engagement, albeit remotely.

What are remote team building activities?

Virtual team building or remote team building activities are a set of efforts and initiatives that an organization undertakes to bring remote teams together. It is natural for team members to feel isolated and disconnected with one another in a remote setting. This negatively impacts productivity, engagement, morale as well as motivation. Therefore, remote team building activities aim to bridge the gap by leveraging the digital media to facilitate deeper relationships in the workplace. 

Why do you need virtual team building?

Why an organization needs to focus on virtual team building is an oft repeated question. The need for virtual team building arises from the fact that as individuals we have an inherent need for belongingness and interaction, which takes a back seat in a remote setting. More often than not, the physical distance of working remotely turns into emotional distance where employees start feeling isolated. This leads to a drop in a sense of belongingness and engagement at work. 

The objective of digital team building activities is to foster seamless collaboration between coworkers and create an empowering environment of support and positive relationships. Invariably, virtual team building activities are not only aimed at augmenting workplace productivity, but they also facilitate employee wellbeing, in a situation of complete isolation. 

How to start virtual team building activities?

Initially, the shift to a remote workforce was considered to be a temporary measure and organizations did not brainstorm on virtual team building activities. However, now it seems to be the new normal and increasingly organizations are realizing that normal video calls may not be the most effective tool to drive team building. More often than not, normal calls end up as a buffer time for employees to finish other chores on mute and video off, putting in almost negligible effort towards virtual team building. In the same light, there are a few efforts that organizations can explore to make virtual team building a possibility. While we will discuss specific activities in detail in a later section, this will give organizations a macro view of the initiatives that can be planned:

Everyday Rituals

The morning chit chats on reaching office before one gets down to the business of the day were one of most effective means to boost team building. It gave the employees a chance to learn about their coworkers beyond what they do at work. As a part of virtual team building, many organizations are setting up these simple everyday rituals which include an early morning interaction before work. It includes discussing ‘what they cooked last night, or which series or show they are binge watching or which is their latest read’. The idea is to have regular touchpoints beyond work which prompt bonding.

Virtual Icebreakers

Icebreakers have been a fun tool for organizations to encourage employees to get to know one another before working together. With the rise of a remote workforce, virtual icebreakers are gaining weight. These are important to facilitate virtual team building and prompt strong workplace relationships. Virtual icebreakers can include activities like two truths and a lie where employees share three statements about themselves, two are true and one is not. Others have to make the right guess. At the same time, there can be rapid fire questions or other activities like clicking a picture of your work desk, among others. Such icebreakers would help employees overcome the awkwardness of engaging with one another and encourage them to explore mutual interests. 

Gaming Tournaments 

Another effective tool for virtual team building is hosting gaming tournaments. Organizations can invest time and effort to create virtual teams and have gaming sessions of Ludo, PUBG or any others that employees fancy. This would promote teamwork and collaboration in an unconventional manner. At the same time, hosting virtual scavenger hunts can be fun. Employees will have to work in teams and navigate their way to the final treasure. It would be a good idea to add greater incentive for participation by showcasing winner rewards.

Fun Sessions 

While most organizations are investing in conducting virtual training and knowledge webinars, hosting fun sessions can also boost virtual team building. These activities could range from Zumba and dance to origami. At the same time, hosting stand up comedy or live music concerts can boost team engagement. It would actually be a good idea to leverage inputs from icebreakers to identify the interests of your employees and plan sessions that would generate curiosity. Not only will this add to the entertainment quotient, but will also strike conversations and relationship building among employees who have an affinity towards the sessions conducted. 

Top 17 team building activities for conference calls

As we now understand the macro level activities and initiatives that can be explored, let’s move into specific team building activities for conference calls and online games for virtual teams. 

1. Virtual Murder Mystery

Virtual murder mystery or any other online mystery game is a great way for remote team building. Here team members are divided into small groups and are given access to a platform. There are a number of platforms online which provide these games for a small cost. Different teams receive the same clues which they have to solve with their respective team members to unravel the murderer or the mystery. While it is deeply engaging and engrossing, it also encourages people to collaborate with one another and acknowledge the strengths of different team members. 

2. Virtual Offsite

In conventional times, offsites were the prime time when employees got to know each other better and unwind from work. While a physical offsite looks difficult in the near future, organizations can explore the idea of virtual tours together. There are multiple platforms out there that are offering guided trips to exquisite locations across the world at nominal charges. Your team can together visit the streets of Paris, Rome and London, while sitting in their rooms in their pajamas. This will give them a chance to take a break from work and learn about different places that they aspire to visit. 

3. Virtual Escape Room

Much like the virtual murder mystery, organizations can explore other online team building games, including virtual escape room. Like its physical version and like the name suggests, employees will be grouped into small teams and will find themselves locked in a room. They will have to explore different things in the room to find clues and solve them to actually find a way out. Not only is this a fun way to engage employees, it will also sharpen their critical thinking and problem solving skills. 

4. Aliens Have Landed

One of the final virtual team building activities that will not only promote engagement between employees but also a greater interest and affinity towards the organization is Aliens Have Landed. On a simple level, it is a group activity where a few employees come together and pretend that aliens have landed on Earth. They have to explain the organization to these aliens and have exactly 5 minutes. This will spark conversations among team members, for greater collaboration. At the same time, this would prompt delegation of responsibilities as some would focus on creating the pitch, others would focus on the design and pictures, and some others would deliver the pitch. On the one hand, it will  boost collaboration. On the other, it will help you understand how well your employees understand the organizations, its values and goals.

5. Guess Who With a Twist

We have all played ‘Guess Who’ during our childhood days where we pick a card and describe the person without taking the name while others guess who the person is. With a similar idea, organizations are reinventing the game to match their employees. Here each team member will try to describe another one in 5-6 sentences and the others have to make a guess. Not only will this create a lot of buzz and excitement, but will also help all team members understand how much others know about them and what impression they carry.

6. Share your Bucket List

Everyone has a bucket list, a list of items they want to tick off in their lives or before they reach a certain age. Sharing a bucket list with one’s coworkers in a remote setting is something team members rarely engage in. Most of these discussions happened over coffee breaks, which do not exist in a remote setting. Therefore, it would be interesting to schedule a conference call to encourage team members to share the top 5 things on their bucket list. While this will help employees to get to know each other on a personal level, it will also facilitate bonding amongst those who share bucket lists. 

7.  Hobby Groups

Clubs and interest groups are a norm in a conventional workplace, where employees get together based on shared interests. However, transition to a remote workforce, has left behind these acts of togetherness and bonding. Organizations should focus on building virtual hobby groups where those who have similar interests can connect and collaborate. These groups can be over whatsapp or any collaboration platform like Slack, that employees are comfortable with. An upside of having such hobby groups is that gradually, they can also come up with interesting remote team building activities and conduct the same. 

8.  Two Truths and a Lie

Another fun activity to encourage team members to know more about one another and to facilitate bonding is two truths and a lie. The rules are simple, employees put down three points about themselves, out of which two are true and one is a lie. The person themselves or someone else from the team will read aloud those statements and others have to guess which one is a lie. In the end, the person reveals which one is actually a lie and those who guessed it right, score a point. 

9. Virtual happy Hour

While outings, team lunches and dinners were a norm during the old days, they have come to a standstill in the new normal. However, we may not be able to go out, but employees can still have happy hours together. Organizations can simply order some nice food items and drinks to be delivered to the homes of their team members, and everyone can enjoy a meal together over a video call, with random conversations and chitchats. 

10. Virtual Treasure Hunt

This virtual team building activity also takes everyone down the memory lane. Treasure hunts were almost a daily affair for everyone. So, why not take a stab at conducting the same virtually? The rules are simple. Those organizing the event can create a list of items that are generally available at every household and share a few items every few minutes while those participating have to search for those items and send a picture within the designated time. The one with the most pictures in the least time wins. There can be another twist to the game by encrypting the clues in riddles which employees have to solve and then find the item, click a picture and share. 

11. Pictionary

There are multiple platforms out there which organizations can explore to conduct this virtual team building activity at absolutely no cost. The process is simple, everyone logs onto the pre-decided platform and the platform automatically selects a team member and random and assigns a word. The selected participant has to use the virtual paintbrush to draw the word in the best way possible and others have to guess the same. The one who draws the best and guesses the most wins. 

12. Virtual Dance Off

Many employees miss dancing at office gatherings and events. Why not take dancing to their homes. Organizations can either conduct dance or zumba sessions for their employees by collaborating with some expert. At the same time, they can simply get a video from the internet and play it live for all team members, who must copy the steps. Not only will this be a great way to stay fit, but watching others and oneself performing steps in a goofy way will bring on a lot of laughter to the team. 

13. Guided Meditation

The uncertainty and ambiguity that has accompanied the last year has been stressful for almost everyone. Meditation has been one way that has helped individuals maintain their mental wellbeing. Taking cue from that, organizations can conduct guided meditation sessions to encourage their employees to learn about different aspects of meditation and focus on their wellbeing. 

14. Virtual Celebrations

Celebrating birthdays, work anniversaries, etc. have been an integral part of team building for most organizations. It is often said that a team that celebrates together, stays together. Organizations must continue celebrating important milestones, albeit virtually. Simply sending a cake or a goodie basket along with a collective celebration over a conference call can make a lot of impact when it comes to boost employee morale and motivation. This will also enable team members to get to know each other more than just work and create long lasting bonds.  

15. What’s the Answer

Quizzes have always been a great tool to bring people together and facilitate interaction. Organizations can conduct virtual quizzes on different topics which can either be specific to their industry to ensure that team members are updated on the latest trends, or just for fun with random questions. One of the team members can be the quiz master, while others can participate. Some goodies or prizes for the winners will definitely boost participation for this virtual team building activity. 

16. GIF War

GIFs are the new thing in town and leveraging them as one of the tools for online team building games is definitely worth a try. Conducting a GIF is actually a piece of cake. The process is quite simple. All participants can connect over any collaboration or messaging platform and the one conducting the activity can share a random phrase or sentence, like ‘The cutest elephant’. Others have to send different GIFs which they feel describe the phrase shared the best. While this is no competition, it is sure to bring about many laughs on the table. 

17. Blind Origami

We are all aware of the Japanese paper folding art, Origami. However, in a virtual set up, organizations can add a twist to the ancient art form. The rules are easy to follow. Simply divide all employees in teams of two. Send a list of origami instructions to one of the team members and instruct the other one to collect the required material. Now the one with the instructions has to verbally explain the folding process to the other, to create the end product. On the one hand, it will be really fun to relive the childhood days. On the other hand, it will help gauge the communication level of team members, i.e. how well they are able to express their thoughts and how well the other one listens, comprehends and performs. 

Top 10 icebreakers for online team building activities

The above 17 virtual team building activities have been adopted by many organizations and have proven to deliver great results. However, many organizations also struggle with breaking the ice when team members join the calls. The result is awkward silence and a direct jump to the activity at hand. Fortunately, there are some amazing icebreaker questions that organizations can experiment with before conducting the online team building activities.

1. What is the one superpower you wish you had?
2. What has been your rose (positive) and thorn (negative) moment for today?
3. Which is the best vacation you ever had?
4. What was the last song you listened to?
5. What was your last Google search?
6. Would you rather have no internet or would you rather lose your phone?
7. What did you want to become when you grew up (as a child)?
8. Which historical figure would you like to meet?
9. What is the one thing on your bucket list you want to check before the end of the year?
10. What is your favorite food and drink? 

Best tools for virtual team building activities during quarantine

The secret to conducting virtual team building activities during quarantine in a way that ensures success lies in using the right platforms and tools. Simply using the same conference call platform to conduct all activities may not be the best way out. Here is a list of tools organizations can leverage:

For video conferencing

• Zoom
• Google Meet
• Webex
• Teams

For collaboration

• Slack
• Google Docs

For project management

• Trello
• Jira
• Asana

For gauging employee pulse

• SuperBeings

Taking the first step towards virtual team building activities

Mentioned above is a comprehensive list that organizations can leverage to refine their team building efforts and customize them for a remote workforce. However, before embarking on any of these activities, organizations must make an effort to gauge the employee pulse to understand the gaps that these activities need to bridge. Here, platforms like SuperBeings with their pulse surveys can help organizations gauge the level of engagement and areas of disconnect for employees. Based on these insights, the platform shares data-backed action steps for managers, aligned with industry standards and benchmarks for sustainable impact. As the scope and nature of work has changed in the remote setting, so have employee expectations about team building and engagement. Organizations need to stay on top of the new trends to attract, develop and retain the top talent.

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The term organizational health means exactly what it sounds like, health of the organization. Like human health, understanding organizational health is all about comprehending an organization’s ability to function properly, change and adapt to ambiguity and grow along the way. Understanding organizational health is not simply a tool for the short term, rather it has long term consequences. It enables organizations to be relevant and compete effectively in the market, while organically reinventing itself to stay in demand. According to McKinsey’s Organizational Health Index, companies in the top quartile deliver three times value to shareholders than those towards the bottom. Invariably, understanding organizational health is an important component for success and a parameter that requires immediate attention. As more and more organizations are reimagining the way they work in the new normal, focus on organizational health is likely to be fruitful.   

The Key Factors to Understanding Organizational Health

If you look closely, there are several factors that determine organizational health. The performance on each of these factors comes together to define the holistic health and wellbeing of an organization. Clubbing a few indicators together, there are majorly four large focus areas which contribute to understanding organizational health:

1. Engagement

‍The first factor that promotes organizational health is engagement. Employee engagement has both tangible and intangible results that determine an organization’s health and wellbeing. Research shows that 71% executives believe that engagement is critical to their company’s success. Additionally, engaged employees are 17% more productive and businesses with greater engagement are upto 22% more profitable. All these data points show how the tangible benefits. At the same time, engagement leads to lower attrition, greater sense of belongingness and ownership, all contributing to a healthy organization.

2. Leader Satisfaction‍

Leader satisfaction is the second strand of understanding organizational health which mainly revolves around how well a leader is perceived by the employees. This generally includes a leader’s way of guiding and mentoring his/ her team, his/ her ability to command respect and drive the organization towards success. 

3. Job Satisfaction

‍Next in line for understanding organizational health is the level of job satisfaction. Generally defined as the feeling of being content with one’s job and having the motivation to work harder everyday because it gives you a sense of purpose is job satisfaction. It goes without saying that job satisfaction positively impacts organizational health. Firstly, employees who feel satisfied at work are happier, more engaged and more productive. Secondly, they become an organization’s advocated attracting greater talent as well as consumers by representing the organization as authentic and credible. 

4. Emotional Wellbeing‍

Finally, understanding organizational health requires due consideration to emotional wellbeing. Especially, in the new normal of ambiguity and uncertainty, focus on mental health and emotional wellbeing of employees defines organizational health and success. Organizations need to score high on EQ and must invest in empathy based capacity building and resilience building for their employees. 

The Starting Point‍

Invariably, focus on organizational health is the need of the hour. Organizations need to adopt an integrative approach and move along in a holistic manner. Each of the attributes and parameters mentioned above are connected to each other and working on them in silos will depreciate the impact. Therefore, organizations need to focus on a comprehensive approach to organizational health which takes into account all these aspects together.

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Wellness In The Workplace

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If you go back a few months, just when the pandemic had struck, a remote workforce was seen as a temporary measure. For most organizations, it was only a matter of a few weeks before they could resume in-person operations. However, almost four months down the line, remote work is becoming the natural course for quite a few organizations. While initially the struggle was real with lack of right resources, expertise, culture, among other constraints, organizations are now seeing the value in transitioning to a remote workforce. 

Transitioning to remote workforce: Measures for the long term

As more and more organizations are pacing towards a full time remote workforce, there are undoubtedly a few measures to take into consideration for a smooth transition:

Invest in premium tools:

The biggest anticipated challenge for a remote workforce is collaboration and communication. While organizations were able to make shift arrangements for a temporary period, transition to a completely remote workforce will require investment in premium tools like Trello, Asana, among others. It is important to do a proper cost-benefit analysis of productivity and progress tools available in the market and choose those that best compliment your workforce. At the same time, seek customization to add to their effectiveness and efficiency.

Explore coaching and mentoring platforms:

‍Transitioning to remote work is equally difficult for employees as for the management, especially for those who have worked out of cabins their entire life. Therefore, identification and collaboration with virtual coaching and mentoring platforms is important  to help employees transition to full time remote work. Such platforms like SuperBeings can assist employees with subtle behavioral nudges to change their way of work towards a productive remote workforce.

Schedule breaks:

This sudden shift to remote work left most employees wondering when their work day starts and ends. Invariably, work has been creeping in at all times. While a temporary overflowing of work might be understood by some, in the longer run, it will turn to burnout. Therefore, if you are transitioning to a remote workforce, structure breaks into the daily schedule to prevent burnout by mid week. Additionally, let off days be sacrosanct which means no work on weekends.

Set clear goals and expectations:

Since this transition to a full-time remote workforce is a new experiment for everybody, it is important to avoid any chance of misunderstanding. Thus, managers and business leaders need to be clear and crisp in what are the expected outcomes and how they will contribute to the long term organizational vision. Over communication might be the key here. The objective is to ensure that employees exactly understand what is expected of them.

Host virtual events to fight loneliness:

Transitioning to a remote workforce can mean a dip in socializing for some employees. This might lead to a feeling of loneliness. Fortunately, organizations can alternate their off-sites and team celebrations to virtual events. If you look around, there are numerous quality entertainers offering corporate gigs, albeit online. 

Changes at the policy level:

Finally, transition to a remote workforce will require changes and adaptations at the policy level. These would range from decisions on defining work hours or simply view employee performance based on productivity. At the same time, changes in terms of days off as well as leave policy will go significant changes. Communication policies might also undergo a change. Additionally, policies on ‘work time’ behavior, virtually will have to be set to ensure consistency in culture and decorum.

Shift priorities for a smooth transition

Transitioning to a remote workforce will enable organizations to hire resources right for the job which are location agnostic. Additionally, it would allow them to invest in logistical support over real estate, which employees will greatly value. Invariably, technology will be a great enabler in helping organizations take this leap to a remote workforce, creating a new future of work for all.

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With employee engagement and satisfaction gaining unprecedented momentum in terms of organizational success, what employees think matters a great deal. Employee opinion or the perceptions, attitudes, and views of employees are becoming increasingly sought after. Several forward-looking organizations no longer believe in a monologue where only the leadership offers feedback and instructions. Rather, there is a shift of focus to include employee opinion in an attempt to transform the organizational culture to make it more inclusive and offer a sense of belongingness for the employees. 

Unbiased employee opinion: The route

While organizations are acknowledging the importance of employee opinion, their approach to getting the same is often broken and resembles a mere tick in the box. Annual employee satisfaction surveys are no longer enough to gauge the true pulse of what your team perceives. Here are a few ways to gauge authentic employee opinion which can make a dent in your organizational culture.

Ask the right questions

To begin with knowing what to ask is the first question organizational leadership needs to answer. Handing out questions like “On a scale of one to ten, how would you rate your experience at work” is something you should avoid. While it may be a fancy data point to show in your annual employee experience report, it will not help you evolve. At the same time, leading questions where there is a connection between the two should be left at bay. This is simply because the connection will lead employees to leave behind their opinion and give in to the judgment of the next question.

Decide the format

Secondly, the format is as important as the content of the questions. This refers majorly to the way you will gauge employee opinion. On the former, you could choose between anonymous vs signed opinion. Anonymity, in general, has more chances of an authentic opinion because these views cannot be held against a particular person. Also, a decision needs to be made whether you wish to gain insights in a group format or more of a personalized setting. Here, the latter makes more sense as employees might shy away from sharing their opinion in a larger setting. 

Conduct an expectation setting

To get unbiased employee opinion, it is important to help the employee understand what you are looking for. Put simply, there needs to be a comprehensive and robust expectation setting covering different aspects. Firstly, there should be clarity on how the employee opinion has to be shared with a guarantee of confidentiality. Additionally, the whole narrative around what the expectations are from the employees should be clear. Secondly, employees must know the objective or the goals that the survey/interview seeks to accomplish to give an opinion that can truly drive results. 

Regular not annual

Finally, unbiased employee opinion requires regular updates. Getting perspectives on something that happened six months ago can never be authentic. Therefore, there needs to be consistency in gathering employee opinion, both in terms of the frequency as well as the objectives. This does not mean that the objective of every employee opinion effort has to be the same. Instead, there should be some continuity and relation between the first and the next to illustrate to the employees that their opinion really matters. 

Leveraging employee opinion

For long-standing transformation in the organizational culture, gathering unbiased employee opinion is the first step. Next, the onus lies on managers and leaders to act upon what employees say and spearhead change. Here are a few ways to take the leap.

‍Be constructive not defensive

It is important to know that not all employee opinions will be rosy and positive. Especially if you decide to go the anonymous way, criticism is bound to surface. The right approach to deal with the same would be to be constructive about it. Instead of being defensive about something an employee shares a negative feedback on, make an attempt to bridge the gap by analyzing what actually went wrong. While not every criticism needs to be acted upon, some might actually lead the way for a positive change.

Share results and next steps

Any collection of employee opinion without next steps will be a waste of time and energy, both for the management and employees. Therefore, every exercise of gathering employee opinion must be followed by sharing of results to transparently communicate the pulse of the organization as a whole. This must be accompanied by potential next steps to build credibility in the whole process. The objective is to build confidence in the employees that their opinions are actually leading to transformation with concrete steps.

Repeat the exercise

‍Finally, gathering employee opinion cannot be a one time thing. Rather, managers and leaders must repeat the exercise after implementation of the new practices that result from the first set of opinions. This will help gauge if the needle has actually moved in real terms by seeing change in employee opinion. Simply implementing changes without putting them to test with gauging employee opinion again will yield unsatisfactory results.

Employee opinion matters

If you look closely, employees are one of the biggest stakeholders for any organization and therefore, their opinion needs to be taken seriously. Additionally, employee opinion is not only an imperative to gauge employee pulse but also a means to facilitate engagement and satisfaction. Whenever employees feel their opinion matters, their engagement and belongingness quotient is bound to rise. They feel they have a say and their sense of ownership increases. However, it is important to understand that value lies not only in gathering employee opinion to show their perspectives matter. Rather, there needs to be a concentrated effort to act upon the opinions and make a real difference. 

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Whether you are an HR leader or a line manager, you would agree that the focus on 1:1 meetings (one on one meetings) is on the rise. While collective brainstorming and collaboration is important, 1:1 meetings can help you gauge the pulse of each of your team members and ensure there is no disconnect at an individual level. 

However, do you struggle with posing the right 1:1 meeting questions to make them more meaningful? Don’t worry, we have got you covered.

In this article, we will discuss top 50 1:1 meeting questions to ensure maximum effectiveness, and a few best practices to promote authentic responses. 

But before we share the questions, let’s have a look at why having a structure and the right questions for your 1:1 meetings is absolutely crucial for your team’s performance.

Why do 1:1 meetings matter?

You can leverage 1:1 meeting questions to ensure an effective dialogue with your team members, especially the ones who may not be comfortable in speaking out in large groups. If done well, 1:1 meetings can help you:

1. Identify and address challenges proactively

If you share the right 1:1 meeting questions, you can encourage your team members to share any challenges they may be facing. Regular 1:1 meetings can ensure that such challenges are communicated and addressed in time to facilitate employee satisfaction and better results. 

2. Align professional and organizational goals

The right 1:1 meeting questions can be an effective way to align the goals of your team members with those of the organization. Take this as an opportunity to see where your team members see themselves in a few years and how it aligns with what the organization seeks to achieve. 

3. Build authentic relationships

Leverage 1:1 meetings to know more about your team members, beyond what they do at work. Connect with them on a deeper level to build an authentic relationship to augment greater levels of trust, confidence and credibility. This can help promote greater retention within the organization. 

4. Provide personalized feedback

Finally, 1:1 meeting questions can help provide personalized feedback to your team members that you may not want to share in a large group. You can take this opportunity to offer specific inputs and also learn from employees on what may be impacting their performance and seek reverse feedback as well. 

If you want to know more about how to take your 1:1 meetings to the next level, here’s a detailed 1:1 meeting guide for you.  

Top 50 1:1 meeting questions 

To leverage the benefits mentioned above, you can use the following 1:1 meeting questions to address the core issues. These questions can help you make the most out of your meeting to ensure that you don’t waste the time for either of you and are able to make a meaningful impact.

1. Warming up

These questions can help you set the context and serve as an ice breaker. Before directly starting the conversation, ask these questions to create a comfortable atmosphere for your meeting and help your team members relax.

1. How are you doing?
2. How has the week/ month been going?
3. How should we start this conversation?
4. Are there any specific things you would like to share?
5. Is there anything you need support on?

2. Engagement and satisfaction

These questions are designed to help you gauge the level of engagement of your team members at work. They measure the level of motivation and commitment towards their work and can help you anticipate the flow for your 1:1 meeting.

1. Do you feel connected with your team members?
2. What is your favorite part of your job?
3. Do you feel inspired about your work? What inspires you the most?
4. What keeps you engaged at work?
5. How do you think we can improve the engagement quotient at work?

3. Goals and objectives

The 1:1 meeting questions on goals and objectives are extremely important to help you understand the career trajectory of the person in the longer run and its alignment with organizational goals.

1. What are some of the top goals and objectives you are working towards?
2. Do you agree that there is an alignment between your professional goals and company objectives?
3. Let’s discuss some of your previous objectives.
4. How do you plan to achieve the objectives you have set?
5. What can we do to improve as a team?

4. Team and Manager improvement

The next 1:1 meeting questions focus more on facilitating improvement and betterment as a team. They can help you gauge authentic feedback from your employees at a 1:1 level to understand how to make things better for them to reduce voluntary turnover and promote growth.

1. Do you think communication between you and me is clear and easy to understand?
2. What can I do to support you better?
3. Are there any roadblocks I can help remove?
4. Do you get enough support from the team members?
5. How should I share feedback to make it most effective?

5. Health and wellbeing

These 1:1 conversation questions are extremely critical to ensure the creation of a healthy workplace. You can use these to gauge if your employees are happy with the work-life balance and are able to manage their health and wellness or not. These questions will help you understand what role you can play to create a healthier workforce.

1. Are you stressed out at work?
2. Are you able to disconnect from work after work hours?
3. How easily are you able to take time off when needed?
4. What part of your job is most stressful?
5. How often do you need to take medical leave due to work burden?

6. Collaboration and communication

1:1 meetings are ideal for you to understand any collaboration and communication challenges your team members might be facing. It can also help you gauge insights on how well the team is communicating and any unique challenges they are facing at an individual level. 

1. Do you feel comfortable and confident working with your team?
2. Are you able to understand the goals and tasks assigned to you?
3. Do you find it easy to collaborate with others in the company?
4. Are you comfortable giving and taking feedback from others?
5. Do you believe that our team is communicating well and enough?

7. Performance and productivity

Performance and productivity are extremely crucial to an organization’s bottom line. 1:1 meeting questions around this theme can help you reflect on the performance and contribution of each employee, not only from a macro lens, but also facilitate self reflection.

1. Are you clear about what is expected from you?
2. How do you think you can improve your performance?
3. How do you keep yourself accountable to the deadlines and goals?
4. Have you seen your performance improve over the past month/year?
5. What specific training or resources do you think can help you improve your performance?

8. Professional development plans

1:1 meetings are a great opportunity for you to connect with your team members on how they seek to develop professionally. Since each professional is unique, these questions during 1:1 meetings can be highly effective to gauge individual development plans.

1. What are the areas you wish to develop professionally?
2. What are some skills you would like to hone?
3. Would you benefit from mentoring and coaching?
4. What are the obstacles in the way of your development?
5. What is your action plan to reach your development goals?

9. Job alignment

Each employee comes with diverse skill sets and responsibilities. Therefore, you can leverage these 1:1 meeting questions to understand if their skills and aspirations align with what they are expected to do and address any challenges that may occur.

1. What do you wish you could do more of in your job?
2. What are some necessary skills for your role?
3. Do you think your current role aligns well with your professional goals and personal values?
4. What are some of your strengths that you would like to utilize more in your current role?
5. What excites you most about what you do?

10. Work progress and support needed

Finally, 1:1 meetings must focus on what the progress has been and if there are any roadblocks on the way. These questions can help you map how well your team is accomplishing what is expected and where you can support them more, individually. 

1. How are you progressing in your current role?
2. Are you clear on your responsibilities and expectations?
3. How will you evaluate your performance on the current tasks?
4. How do you ensure all your tasks are completed on time?
5. What support can help you finish your work more efficiently?

How to ensure authentic answers?

Armed with these questions for your 1:1 meetings, you can drive your conversation towards success. However, it is important to create the right environment and set up to ensure the answers are authentic and genuine. You wouldn’t want made up and rehearsed answers for the sake of better ratings and performance reviews. 

1. Keep the questions short and clear

Make sure your questions are easy to understand. Do not combine too many questions at once. Ask one question at a time and give the employee enough time to think and respond. You may want to set an agenda for every meeting, create appropriate 1:1 meeting questions and focus on a particular theme, like development goals or performance review. 

Learn more about effective 1:1 meetings here. 

2. Create a judgement free atmosphere

Encourage your employees to speak their mind and not be worried about being judged for what they say. Respect their opinion and do not interrupt. Also, provide assurance during your 1:1 questions that their responses will not form the basis for reviews and ratings. 

If you want your team members to share their challenges and aspirations, you need to build that trust and comfort where they don’t hesitate or feel apprehensive. 

3. Have follow up questions

Truly listen to what your employees have to say and follow up the answers with some more questions. You should focus on going to the depth of any topic and make conversation with every answer. However, make sure your follow up questions don’t get intimidating. 

4. Don’t push your point of view

Don’t push your views or opinions on what the employee has to say. You may have differing opinions on how they have performed or what development should look like. However, don’t expect them to follow what you believe is right. 

Share it as an option they can pursue. Being too aggressive in sharing your point of view can discourage your team members from speaking their mind in the future. 

5. Help create a plan of action

Finally, guide and mentor your team members to create a plan of action and the next steps to follow up after the 1:1 meeting. Your meeting shouldn’t follow the approach of out of sight and out of mind. Always have a list of things that should be done to augment the effectiveness of the meeting. 

It is also a good idea to check-in on the progress from time to time and take a download about the previous meeting when starting the next one. 

Final Thoughts

These 1:1 meeting questions and practices can help you take the first step towards conducting effective personal meetings with your team members. However, with the dynamic and fast changing employee expectations and experiences, it is important to continually reinvent yourself and stay ahead of the change. 

In such a situation, tools like SuperBeings can help you gain that competitive edge to drive performance and retention by providing you with templates and data-driven action points for your 1:1 meetings. It also helps you keep a track of your conversations by maintaining a history of all your 1:1 meetings in one place. 

Finally, with or without a tool, as a manager, don’t ignore 1:1 meetings because you have other important tasks to do. Even a quick 20 minute weekly check-in done right can help you drive engagement, build a high-performance team, and turn you into a leader your employees can trust.

Suggested reading:

Employee Coaching

A Guide to Effective 1:1 Meeting for Managers

Like what you read? Now see it in action in your team, book a free demo with our experts today!

The past few years have been fraught with ambiguity and complexity and have been pushing all professionals towards different areas of development. As a part of a fast growing organization, your managers would be actively involved in creating development goals and plans for their team members to drive high levels of performance. However, it is equally important for you to set, plan and execute development goals for your managers to accelerate their professional growth as well as facilitate organizational success. 

To make your work as the custodian of culture and talent development, we have created this comprehensive article which uncovers the top 7 development goals for managers which are critical for success in 2022. 

What are development goals for managers?

If you are wondering what exactly are development goals for managers, think and reflect on the performance of managers of your organization in the last year. On the one hand, they are responsible for carrying out work and tasks that require high level skills that they possess. On the other hand, they are entrusted with the responsibility of getting work done from their team members. If you look closely, in both the cases, there would be specific areas which if improved will have the potential to bring large scale impact, both on the organizational as well as individual level. 

Identifying the areas of improvement and creating a plan to bridge the gap is exactly what constitutes development goals for managers. While traditionally, development goals for managers have been very specific like increasing sales, etc., the focus is now shifting towards bringing a cultural change that motivates better employee performance, rather than simply emphasizing tangible outcomes. 

Why should managers set development goals for 2022?

As mentioned earlier also, the past two years have been accompanied by unprecedented changes, to say the least. Therefore, setting incremental goals taking the last year as a reference will no longer suffice. There are three major reasons that you must set strategic development goals for managers for 2022.

1. Uncertain environment

First, there is large scale uncertainty and ambiguity all around. Therefore, your managers need to change the way they conventionally deal with situations at hand, and this is a major development area. The objective is to unlearn certain behaviors and learn some new ones to guide their team members in the right direction.

2. Manage team growth

Second, if you are a fast growing organization, your managers will have to manage the growth and expansion of their team members. While managing an existing team requires certain skills, managers need to develop new skills, competencies and attitudes to ensure successful onboarding and working with new team members. 

3. Rise of hybrid work

Third, with the rise of hybrid work, employee as well as customer expectations have changed, and your managers are at the center of managing both. Therefore, you need to set new development goals for managers that align with the changing expectations. 

Top 7 development goals for managers

If you have reached this section, it illustrates that you are convinced about the importance of setting development goals for managers of your organizations for 2022. Based on our experience with fast growing organizations, we have created a list of top 7 development goals for managers that you must implement to create a high performance culture and set your managers up for success. 

1. Conduct 1:1 meetings effectively

The first development goal for managers for 2022 should revolve around conducting 1:1 meetings effectively. You must make it clear to your managers what an effective 1:1 meeting constitutes and help them plan how to conduct them in the best way possible. Encourage them to focus on personalizing each meeting with a proper agenda, employee insights etc. Here, your managers must focus on viewing each meeting as an opportunity to know the team members better, facilitate an improved experience, preempt any risks or challenges to create greater engagement and reduced turnover. 

This would require augmenting soft skills of communication, etc. on one hand, and leveraging AI driven guided templates to navigate the conversations on the other. Thus, the first development goal for managers would be to work on their 1:1 meetings by encouraging them to work on their soft skills as well as providing the right resources. 

2. Master the art of goal setting

The next development goal for a manager that you must encourage is mastering the art of goal setting. Leading teams, your managers are responsible for setting goals and execution plans that align with the organizational vision. Furthermore, they are responsible for ensuring that these goals are clearly communicated to everyone in the team and adequate support and clarity to achieve the same is provided. With the changing market conditions and business priorities, your managers must focus on dynamic and effective goal setting. 

Here, adopting an all encompassing OKR tool is important. On the one hand, it will enable your manager to set the right objectives and corresponding key results to measure performance. On the other hand, the OKR tool by SuperBeings can help managers enhance the visibility of the goals to everyone and track progress effectively. 

3. Build a succession pipeline

With uncertainty all around, having a succession pipeline is extremely important for fast growing organizations. The idea is to ensure that employees are equipped with the right skills, competencies and attitudes to take on leadership roles if the situation arises. And, this is one of the top development goals for managers. Here, managers need to identify the top performers in their teams, those who not only have the technical skills for the job, but are also equipped with the right soft skills of delegation and leadership. The second part of this goal is to further invest in the training and development of these identified team members. Therefore, the third development goal for managers for 2022 revolves around building a succession pipeline to facilitate business continuity. 

4. Provide constructive feedback

The next important development goal for managers focuses on the need to provide constructive feedback. Invariably, providing feedback to team members must be a routine process for your managers. However, what is peculiar now is to share corrective measures along with the feedback. Furthermore, with the rapidly changing situation and market conditions, the feedback needs to be continuous to keep pace with the new expectations and priorities. Therefore, managers need to develop skills and competencies that facilitate continuous performance management as well as a thought through feedback mechanism which is not just a tick in the box. 

5. Create a culture of appreciation

As a fast growing organization, you must be focusing a lot on hiring millennials and Gen Z professionals. You would realize by now that the motivation for the new age workforce goes beyond monetary incentives and benefits. They are looking for a sense of fulfillment that comes from seeing their work add value to the overall vision and receiving due appreciation for it. The onus of the same lies with your managers and that forms the next development goal for managers. They need to create a culture of appreciation and recognition. Managers need to step up their game by overtly expressing gratitude for the work of their team members as well as appreciating them for a job well done. This requires conscious effort to make it a ritual as well as come up with new ways to keep the morale high.  

6. Learn how to manage growing teams

If your is a fast growing organization, you will be in hiring mode for the next few years to say the least. As you grow your operations and expand your reach, you will add more members to the team and the responsibility of managing them, mentoring them and promoting their professional success lies with the managers. The skills and competencies to manage an existing team vs those to manage a growing team are different. And, that’s the next development goal that your managers must have on their list for 2022.  They need to learn how to manage growing teams which goes beyond task delegation to mentoring for growth, creating the right culture, enabling career trajectory and much more. Your managers must ensure that by the end of the year they are able to successfully lead a much larger team. 

7. Focus on upskilling based on industry needs

Most of the development goals for managers that we talked about till now focus largely on improving the way they manage their team members. However, this last one talks about the need to work on themselves as well to stay relevant. Therefore, the last development goal for your managers should focus on the need to keep upskilling oneself aligned with industry needs. This would require expanding their network, participating in industry events or those relevant to the domain, signing up for leadership development programs, investing in refining coaching skills, etc. 

Here, you can help your managers by partnering with SuperBeings. On the one hand, it can provide them with templates and guidance for conversations, taking care of the coaching aspect. On the other hand, it can help master key leadership competencies as well. 

As we come to a close, it is quite evident that as the priorities and conditions are constantly changing, managers need to reinvent themselves by creating new development goals and acting on them. Leading the people’s practices, you can empower your managers by partnering with SuperBeings to provide them with:

• Key insights and employee data on real time basis to preempt risks and challenges
• AI driven guided templates for 1:1 conversations and provide coaching support
• A comprehensive OKR tool to ensure goal and plan visibility
• The ability to manage and improve performance with a continuous approach

Suggested reading:

The Ultimate Guide to OKRs

Common OKR Mistakes & How to Fix Them

Book a demo today and see your managers grow in 2022, resulting in organizational and team success.

Leadership effectiveness has been garnering a lot of interest in the past few years. That’s not surprising considering how your leadership has the potential to transform the organizational culture as well as success. For many organizations, leadership effectiveness is often equated with the ability to get work done. However, it is a part of leadership effectiveness, but it goes far and beyond. 

This article will focus on exploring the top ways to improve leadership effectiveness for fast growing organizations and how employee analytics and gauging their pulse can help achieve the same. 

What is leadership effectiveness?

Before jumping on to the best practices, let’s understand what leadership effectiveness essentially means. On a macro level, leadership effectiveness revolves around a leader’s ability to garner support and influence in the organization to ensure that everyone moves in the same direction to achieve shared goals. In effect, it helps measure how well a leader is able to lead, influence, manage, guide and grow his/her team members. You can gauge leadership effectiveness by seeing the overall growth and performance of your teams. Those with high levels of productivity and performance, coupled with employee satisfaction and wellbeing report high leadership effectiveness. 

Top 7 ways to improve leadership effectiveness in 2022

Let’s quickly discuss the top 7 ways which most fast growing organizations believe are extremely effective to improve leadership effectiveness. You can take these as inspirational starting points and navigate your way towards improving leadership effectiveness.

1. Ensure clarity and visibility of goals

You can start your journey towards improving leadership effectiveness in your organizations by encouraging your leaders, managers and executives to focus on clarity and visibility of goals. There are several aspects to this. First, the goals must be very clear. Having ambiguous goals with no end point, which continue for year and after year no longer make sense. Therefore, for leadership effectiveness, goals must be SMART and here adopting an OKR orientation will also make sense. 

Second, the goals must be communicated to all for complete visibility. On the one hand, everyone in the team must be aware of what the organizational goals are and their role in achieving the same. On the other hand, the level of goal achievement, performance tracking, etc. must be visible to all. Since leadership effectiveness is about leading collective success towards a shared objective, having clarity of what the goal or objective is, is very important.

2. Facilitate accountability and responsibility

Second, when it comes to leadership effectiveness, practicing accountability and responsibility is very important. Encourage your leaders to be accountable and responsible for their actions. The idea is to persuade them to take interest in improving their effectiveness as a leader. This might require identifying what skills and competencies need to be picked up along with facets like emotional intelligence and empathy. When your leadership will work on improving themselves, they will invariably set an example for others to follow, which will eventually augment their effectiveness as leaders as they are able to start a positive trend. 

3. Create a culture of feedback

Leadership effectiveness to a large extent depends on how open a leader is towards improving oneself. Here, it is not only important to self assess the gaps and focus on upskilling. Rather, creating a culture of feedback is important. First, it is critical to offer feedback to employees on their performance and help them improve and grow along the way. This will directly have an impact on organizational goals and define greater effectiveness. 

Second, encourage your leaders to be open to feedback from their employees too. This will help them acknowledge and understand the gaps in their leadership style which might be decelerating their effectiveness as a leader. Therefore, creating a culture of feedback will facilitate better outcomes on both sides, ultimately promoting leadership effectiveness. 

4. Build trust and transparency

For leaders to be able to influence, guide and grow their teams towards success, there needs to be trust and transparency. Only when your employees trust their managers or leaders, will they follow them wholeheartedly and give in their 100%. If not, then following their manager will only be a tick in the box, and will curtail your leadership effectiveness efforts. To build trust, transparency and credibility, persuade your leaders to connect with their team members beyond work. Here emotional intelligence and empathy play a major role. 

Similarly, adopting a transparent approach towards all employees is important. If you want your leaders to collectively inspire everyone, secrets, nepotism, preferences and biases will be self defeating. Rather, everyone needs to be treated fairly and all processes must be transparent to gain team confidence and influence them. 

5. Focus on continuous performance management

If you look closely, effective leadership is not only about inspiring and influencing team members to follow a leader or manager, but do so in a manner which leads to the attainment of a certain goal or high level of performance. Therefore, improving leadership effectiveness requires focusing on continuous performance management. 

When your leaders or managers continuously measure and track employee performance and provide regular interventions and corrective measures to eliminate any risks and challenges, they help employees grow and develop. Consequently, they are able to inspire their team members as well as facilitate better performance, both of which lead to leadership effectiveness. 

6. Respect differences and promote inclusion

Each team has members coming from diverse backgrounds, bringing in different perspectives, ideas and opinions. An effective leader is one who is not only able to accept these differences, but actually respects them and sees the value in diversity. Therefore, to improve leadership effectiveness, you need to breed a culture of inclusion. Your leaders must identify the key strengths and capabilities different team members bring to the table and how the diverse views and perspectives create the perfect breeding ground for innovation and success, thus, leading to leadership effectiveness. 

7. Foster a growth mindset

The final best practice to improve leadership effectiveness revolves around fostering a growth mindset. You must persuade your leaders to have a growth lens on during any conversation they have or decision they make. While they are interacting with a team member, they must focus on the growth and development of the employee, personally or professionally. When they are taking a strategic decision, they must align it to the goals of the organization and how it will ultimately contribute to its growth. With a growth mindset, your leaders will ensure that every step of the way, they are leading effectively, strategically and in the best way possible. 

Improve leadership effectiveness with employee analytics

Now that you have an understanding of the best practices for improving leadership effectiveness, you must explore how having a hang of employee analytics can help you achieve your goal. If you look closely, improving leadership effectiveness is all about empowering your managers and executives to lead in a way that inspires their team members and ensures that everyone is able to work collectively towards a shared goal, or everyone is able to row the boat together, in the same direction. Here, partnering with SuperBeings can be extremely useful to stay on top of employee data and pulse which will eventually help you gauge the level of effectiveness of your leadership. With SuperBeings, you can:

• Get an understanding of employee pulse in real time to preempt any cultural challenges or risks
• Access AI driven templates for guided 1:1 conversations with a comprehensive element of empathy and emotional intelligence
• Help your leaders build the most sought after leadership competencies that employees look for in their leaders
• Facilitate a continuous performance management approach with regular feedback to ensure that you never miss a beat of what’s happening with your workforce

Get started with SuperBeings today to improve leadership effectiveness at your workplace by enabling your managers and leaders and planning interventions strategically. 

Suggested reading:

Promoting Manager Effectiveness at Work

All about Leadership Development 2022

Book a demo with Superbeings today to manage you teams with the right people's management tools.

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We're solving for a simple question - What gets people to work?

When we started, We started with a simple question - "What gets you to work". After months of solid, dedicated research on human behavior at the workplace, we found there is one simple answer - Human Well-being.

At times, you will see that the work pressure takes a toll on your personal life or the other way round, and you feel lost amidst the chaos. It is only when you are at peace mentally, emotionally and financially at your workplace would you be able to contribute to your full potential. Thus, the concept of well-being and productivity are closely interrelated for any human being.

Interestingly, the concept of well-being is also subjective. For example, some of us might appraise financial stability more, whereas for others the emotional satisfaction is valued higher. But, the real challenge arises in identifying these varied psychological needs of employees in any organization. The major reason why organizations are not able to achieve their peak performance is the inability to identify these diverse needs in their work environment. The current solutions are formulated keeping the organization in mind as a collective entity, neglecting a major factor- the employee.

We believe that every individual has the potential to be a superhuman in a holistic and inclusive work environment.

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This is where our role comes to play. We, at SuperBeings, believe that every individual (human) has the potential to be a superhuman in a holistic and inclusive work environment. We are the only ones in this field, who are building a solution to keep employees attached to the core of their organization. We work on aligning the personal goals and psychological needs of employees with the corporate purpose to maximize the productivity and value of the firm. 

We help you to understand if the employees are ready to invest discretionary effort into their work or are they motivated enough to do the work in the first place. If not, what are the suggestive steps you can take to increase the collective potential of your organisation?

We believe in creating an inclusive environment for the employees by driving self-awareness of values and motivators to make them understand themselves better and also help the organization understand its employees better. 

Thus, at SuperBeings, we make "Who you are" meet with "Your work environment" to make a real employee experience design possible. 

Employee experience is an important part of an organization’s health. It encompasses every encounter, conversation and moment that an employee shares with the organization. Invariably, organizations make several investments as an attempt to create a positive employee experience to further engage and retain existing talent, while attracting potential high performers. Organizations have spent years mastering the art of delivering extraordinary employee experiences in the physical working spaces with a focus on training sessions, incentives and perks, team bonding activities, etc. However, the rise of the pandemic and the transition to remote work due to the lockdown is increasingly pushing organizations to reconsider their employee experience priorities. 

Employee experience: Changing the narrative

As the nature and scope of work is undergoing a rapid transition, what constitutes a great employee experience is also changing. Free lunches, team dinners, fancy outings may not be able to deliver the experience that employees are seeking today. With uncertainty and ambiguity all around, organizations must reinvent their approach to employee experience.

Focus on Mental Wellness

Mental health and wellness is undoubtedly an unnegotiable priority for employee experience now. While wellness has been an important trend for a long time, its importance has accelerated manifold in the recent days. Social isolation, lack of any clarity across different avenues of life, ambiguity and constant stress is hampering wellbeing of almost all individuals. Therefore, to augment employee experience, organizations must focus on mental wellness. This could be by engaging with specialists to help employees share their concerns or by holding wellness sessions. Additionally, the whole work narrative needs to be restructured in a way that looks at the human side of employees with the lens of empathy. The idea is to not offer free meals to employees and expect them to work around the clock, rather invest in their mental health, both monetarily and with behavioural changes. 

Facilitate Social Connections

Social connections and bonding were generally a natural consequence of employees meeting and collaborating at the workplace. However, due to remote work, this socialization has taken a back seat. Therefore, as a part of improving the employee experience, organizations must facilitate social connections. This could be through different ways, including icebreakers, virtual coffee sessions, among others. The idea is to help employees create social bonds which can be an effective way to vent out stress or just have a real conversation about and beyond work.

Change the Benefits

Traditional benefits including offsites, outings etc. make no sense in the situation the workforce is in today. In fact, for at least a considerable time, these benefits can be kept at bay. Thus, organizations must experiment with more unconventional benefits. These could range from offering mental wellness facilities which employees can access to simply rejuvenate from work. Additionally, there could be a special off day to help employees switch off from work and simply relax. Google did exactly that. It gave its employees a complete day off, which according to the organization was a well-deserved off to prevent employees from reaching the stage of burn-out. It is a way to augment employee experience by illustrating to your employees that the organization is ready to customize benefits that make sense to the workforce and not simply as a tick in the box. 

Take charge today!

While most organizations anticipated the lock down and remote work to be a temporary measure, it is gradually becoming the new normal. Therefore, organizations must reinvent the wheel to create employee engagement practices that can enhance employee experience in a way that the workforce values. Organizations must also experiment with online tools and platforms that can promote behavioural nudges to help employees adapt to remote work and create a rejuvenating experience!

Suggesting reading:

Managing 5 Employee Personality traits

Employee Experience Platform

Take your employee experience to new heights with our customizable employee engagement module. Book a free demo today!