Saying Goodbye on a Remote Team
Saying Goodbye on a Remote Team
A weekly roundup of the latest future of work and conscious leadership news and insights
While there have been many challenges in 2020, there have also been many opportunities. If fact, it feels like opportunities present themselves even more quickly this year. I’ve talked with and coached several people this year who have found incredible career opportunities. And that means they have closed one chapter in their lives in order to move onto the next.
Now that many are working virtually for the first time, this means saying goodbye virtually. In the past, we’d send off a coworker with a farewell group lunch or office party. We’d celebrate their contributions to our team and wish them well as they embark on a new adventure. In a remote setting, sometimes it feels like we don’t get to have that personal goodbye.
In my years working remote and coaching organizations, I’ve seen this done well and done poorly. When done poorly, it feels like an important member of the team just suddenly disappears without any closure for those still on the team. When done well, it feels like the staffer’s contributions were acknowledged and everyone has the opportunity to say goodbye. It’s important for the organization’s culture and brand to make sure it sends off staff in a positive way.
Here are some ways to successfully transition out a team member:
Publicly announce the departure at a team meeting so rumors don’t swirl. Thank the staff member during the meeting and give staff opportunity to say goodbye as a group. Don’t just send out a random email announcing the departure. It’s cold and can lead to unnecessary gossip and hurt team morale.
Provide an opportunity for staff to share gratitude for their teammate. It could be writing thank you notes or sending videos. When we can’t see someone in person, the next best thing is to send our thoughts directly to that person.
Make it a smooth transition by allowing plenty of time for the staffer to wrap up their responsibilities. In other words, don’t just make the announcement and then send off the staffer without having important transition conversations. Staff want to know what the plan is. In a remote setting, that means over communicating and planning.
Provide opportunity for the departing staffer to privately share feedback about what works and doesn’t work well on your remote team. Often times staff members feel more at liberty to share their perspective as they depart. Gather that intel and incorporate it into improving your remote team experience.
Saying goodbye remotely isn’t the same as a personal goodbye in person. But remote teams can still make a staff departure meaningful and provide the appropriate sendoff that will encourage and strengthen the rest of the team.
Working with a coach can also help your team create the right policies to ensure greater team alignment and a strong remote culture.
Here is some of the future of work and conscious leadership content I found interesting this week:
Harvard Business Review offers some excellent advice on effective remote team communications. “Bursty” communication where teams communicate synchronize communications for bursts of time can be highly effective.
The Wall Street Journal shares how we can all network professionally even if we aren’t attending as many professional events in person. Scheduling virtual meetings with people with whom we’ve lost touch is an excellent way to continue growing professionally and expanding our networks.
Pocket posted a great article about how to avoid distraction. So much of avoiding distraction is a mental game. The author shares lots of helpful tips for how to win the mental game.
Work happy. Live happy. BE happy.
Meredith
The way we work and build teams is rapidly changing. Leaders often feel unprepared to navigate the transition. As a conscious leadership coach, consultant and communicator, Meredith helps leaders and their teams create new ways of working and relating so they can prepare for the future by consciously co-creating it.
Contact her to develop your conscious leadership and transform your organization into the workplace of the future.
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