Digital Collaboration Strategies

I recently came across some thought-provoking findings from Gartner: out of nearly 18,000 employees surveyed, only 29% feel satisfied with collaboration in their organizations—and it’s looking like that number might dip even further by 2027. For those of us in HR, we know collaboration is much more than a “nice-to-have”; it’s a crucial driver of performance and organizational health. But here’s the kicker: only 33% of companies actually provide guidance on how to collaborate effectively. So, how do we move the needle on collaboration? Here are some actionable strategies HR leaders can use to identify where collaboration is needed and build supportive norms in our workplaces: 🎯 Pinpoint Key Collaboration Points – Look at roles, teams, or processes where collaboration really counts. Mapping these out can help highlight where things might be falling through the cracks and where stronger team cohesion would make a big difference. 🎯 Set Collaborative Expectations from Day One – From onboarding to team projects, provide guidance on what great collaboration looks like. This could mean outlining response times, feedback loops, and how to share resources effectively. 🎯 Foster Psychological Safety – I will never tire of highlighting this point: when people feel safe to speak up, challenge ideas, and ask for support without fearing negative consequences, collaboration flourishes. Leaders can model this by promoting open dialogue, acknowledging diverse perspectives, and promptly addressing any signs of exclusion. 🎯 Equip Teams with Communication Tools and Training – Beyond the usual team-building, it’s valuable to invest in training specifically around conflict resolution, active listening, and tools for digital collaboration. This helps everyone feel ready and supported to work together seamlessly. 🎯 Measure and Track Collaboration Health – Use metrics that capture not just the frequency, but the quality of cross-team collaboration. Pulse surveys can give insight into how employees feel about collaboration, and their feedback can guide ongoing adjustments. 🎯 Link Collaboration Goals to Business Outcomes – Helping employees see how their teamwork ties into bigger organizational goals can boost motivation and engagement. This ensures everyone is rowing in the same direction and understands the assignment. HR leaders have a unique and impactful role in bridging the collaboration gap and setting our teams up for success. What steps is your organization taking to overcome collaboration challenges? I’d love to hear what works for you! #Collaboration #EmployeeEngagement #PeopleStrategy #OrganizationalEffectiveness

😮 5% of people are responsible for 35% of the valuable collaboration in your organization.   One of the highlights of my time at the Tulsa Remote Plugged In Conference was meeting Rebecca Hinds, PhD, Head of Asana's Work Innovation Lab. Onstage she gave a presentation jam-packed with great insights about what it takes for effective team collaboration. Offstage we got to share stories about how what her research shows is what I see on a daily basis as we work with cross-functional distributed and hybrid teams. And how teaching teams to create their team charters / team working agreements to codify goals, roles, and ways of working leads to more effective collaboration and more teammate connection. Key takeaways from her presentation, "5 Research-Backed Strategies to Drive Better Collaboration": 1. Collaboration equity 52% of employees say their teams rely on a few high performers to get work done. When Asana provided a dashboard to show how collaboration was distributed across the team, 93% made meaningful changes when it was visible who needed to step back and others needed to step up 2. Cross-functional collaboration The most innovative firms have 30-50% of their ties established cross-functionally. Example: for tech companies the top predictor of innovation is strength of collaboration between marketing and engineering 3. Collaboration across physical space Asana research shows that the current behavior is for people to do more cross functional collaboration on in-office workdays than on remote workdays. [My 2 cents → this is why building what I call "Omni-modal" leadership skills is so critical, so that people are equally skilled at collaborating in a remote or hybrid setting as they are in an in-person setting. Especially since many people need to switch between these modes even within the same day. ] 4. Collaboration across work The connection between tasks and goals is a massive driver of employee engagement. Only 55% of workers in remote and hybrid orgs are clear on how their work helps their company reach its goal. For every 10 pieces of work related to goals there is + 7% increase in engagement. For every 100 pieces there is a +101% increase in engagement. 5. Collaboration with AI Treat it like a teammate, not just a tool. When used daily, 89% of people say they get productivity gains. But AI needs cross-functional context to enable the best collaboration. P.S. a big thanks to Justin Harlan and Betsy Slagle for pulling together a well-crafted event with a great line-up of speakers! #tulsaremote #virtualleadership #hybridteams

“Becoming a digital first organization doesn't block your ability to have a functioning hybrid organization, it enhances it. It will help people get the most out of work, whether they're in the office or not.” - “JJ” Jessica Reeder, a workplace innovation and culture transformation leader. In my latest podcast episode, JJ shares wide-ranging practical insights about effective distributed work strategies and tactics, including from her intentional choices to learn from and contribute to pioneering fully-remote companies. “Having standard operating procedures and behavioral standards clearly documented and consistently applied throughout the organization is crucial in remote work.” JJ discusses core principles from her time at GitLab and Upwork starting with becoming digital-first. “All of the things that you need to have a highly functioning team can be empowered by really embracing the digital-first mentality.” She hones in on self-management (watch this clip) that she finds GitLab excelled at early, enabling decentralization of work without overloading managers. JJ elaborates on the critical practices of understanding time (the red flag is having too many meetings!), communicating digitally, and systematizing collaboration. “Collaboration is really just about trading work back and forth and doing it in a very effective way.” She is clear about purposeful work design, methods, and habits. "You need to have specific ways that things are done throughout the organization.” “It is absolutely a deal breaker if you don't have people understanding how they are supposed to work.” JJ has practiced, studied, taught, and refined how distributed work is enabled effectively for companies with hybrid, remote-first, and fully-remote policies. If your team, managers, and organization’s leaders could benefit from JJ’s illuminating experiences and learnings, watching or listening to my interview with her is a must. Use the links in the comments below 👇 ____________________________________ Don't forget to subscribe below to my Work In Progress Report newsletter to get weekly wide-ranging insights and intelligence to accelerate your adaptation to distributed modern work.

You're one conversation away from turning conflict into collaboration. But how do you bridge the gap? Here are key strategies to make it work: Understanding each other's roles is essential: • Learn the basics of front-end development (HTML, CSS, JavaScript) • Educate developers about UX principles • Foster mutual understanding Collaborate early and often: • Involve developers from the project's start • Include them in UX research presentations • Identify technical challenges early Maintain open communication: • Avoid excessive jargon • Ask for clarification in layman's terms • Use empathy to convey your perspective Share deliverables continuously: • Provide access to UX deliverables using tools like Figma or Zeplin • Allow for timely feedback • Prevent misalignments Create prototypes: • Develop interactive prototypes • Demonstrate exact interactions and animations • Help developers understand your vision Ensure smooth design handoffs: • Organize all essential information and documents • Hold a handoff meeting • Explain the package and answer questions Stay involved throughout: • Participate in quality assurance testing • Catch issues developers might overlook • Bring your unique perspective By implementing these strategies: → You transform potential roadblocks into collaboration opportunities. → You create better products. → You foster a more harmonious work environment. Start bridging the gap today. And build successful products tomorrow.

How you manage your team can make or break your success, especially when your team is distributed across different locations. The digital era demands a shift in perspective, and clinging to outdated traditional office methods is a sure path to failure. Here's why embracing change is crucial: Flexibility Over Rigidity: → Traditional office settings thrive on rigid schedules. ↳ But distributed teams need flexibility to accommodate different time zones and personal productivity peaks. → Encourage flexible hours. ↳ Focus on results, not clockwatching. Communication Channels: → Office settings often rely on face to face interactions. ↳ For distributed teams, leveraging technology is key. → Use tools like Slack or Microsoft Teams. ↳ Foster open communication, keeping everyone in the loop. Trust Is Paramount: → Micromanaging teams remotely is counterproductive. ↳ Build trust by giving team members autonomy. → Set clear goals. ↳ Allow them to find their path to success. Cultural Inclusivity: → A physical office often shares a local culture. ↳ Distributed teams bring diverse backgrounds. → Celebrate diversity. ↳ Create an inclusive environment where everyone's voice is valued. The digital age isn't about where you work, but how you work together. Shift your mindset from office bound to boundless. Embrace the new era of work. What strategies have worked for your distributed teams? Share your insights below.

32.6 million Americans will be working remotely by 2025. 91% of employees worldwide prefer flexible or fully remote work arrangements. Courageous organizations of all sizes can tap into global talent pools and operate across multiple time zones like never before. But within this shift, maintaining team collaboration and fostering innovation has become increasingly challenging. Teams struggle with: • Reduced spontaneous interactions • Communication barriers • Maintaining creative synergy • Building trust virtually So, how do successful organizations overcome these challenges? Answers are found in reimagining collaboration through: 1. Balancing synchronous and asynchronous communication 2. Digital collaboration tools that replicate office spontaneity 3. Creating psychological safety in virtual spaces 4. Implementing cross-functional virtual projects Let the data speak for itself - remote teams show 13% higher productivity when these strategies are implemented effectively. What strategies has your organization found successful in fostering virtual collaboration?