The rise of remote work has transformed the way teams collaborate, communicate, and stay connected. While remote work offers flexibility and convenience, it also presents challenges in maintaining employee engagement, motivation, and productivity. The Science of Self, incorporating DISC, the 12 Driving Forces®, and Emotional Intelligence (EQ), provides valuable insights that can help leaders and talent management professionals keep remote teams engaged and aligned with organisational goals.
The Challenges of Remote Work
Remote work can lead to several challenges that affect engagement, including:
- Isolation: Employees may feel disconnected from their colleagues and the company culture, leading to decreased motivation.
- Communication Barriers: Without face-to-face interactions, misunderstandings and miscommunication are more likely to occur.
- Reduced Visibility: Employees working remotely may feel less visible to their managers, leading to concerns about recognition and career progression.
- Work-Life Balance: The blurring of boundaries between work and home life can lead to burnout or disengagement.
By applying the Science of Self, leaders can better understand the unique needs of their remote teams and take proactive steps to address these challenges.
Leveraging DISC for Remote Team Engagement
The DISC model is an excellent tool for understanding how different behavioural styles respond to remote work. Each DISC style has distinct preferences for communication, collaboration, and productivity, and recognising these differences helps leaders create more tailored strategies for maintaining engagement.
1. Dominance (D):
High-D individuals are results-driven and prefer autonomy in their work. They may thrive in remote environments where they can work independently and focus on achieving goals without distractions.
How to Engage: Provide high-D individuals with clear objectives and the freedom to make decisions. Regularly check in on progress but avoid micromanaging. They appreciate efficiency in communication, so keep meetings brief and action-oriented.
2. Influence (I):
High-I individuals are social, enthusiastic, and enjoy interacting with others. They may struggle with the isolation of remote work and feel disconnected without regular social interaction.
How to Engage: Create opportunities for social engagement, such as virtual team-building activities or informal check-ins. Keep communication upbeat and engaging, and ensure they have opportunities to collaborate and share ideas with the team.
3. Steadiness (S):
High-S individuals value stability, routine, and team collaboration. They may find it challenging to adapt to the lack of in-person interactions and may require additional reassurance in a remote setting.
How to Engage: Offer consistent support and maintain regular communication. Establish clear routines for meetings and updates to provide a sense of stability. Encourage collaborative projects where high-S individuals can work closely with others.
4. Compliance (C):
High-C individuals are detail-oriented, organised, and value accuracy. They are likely to do well in a structured remote environment but may need clear guidelines and expectations to stay on track.
How to Engage: Provide high-C employees with clear instructions, deadlines, and detailed information. Ensure that communication is precise and that they have the tools they need to work independently. Regular feedback on their performance will keep them engaged and aligned with goals.
Understanding and applying the
DISC model is an important first step in keeping remote teams engaged by addressing their unique behavioural preferences. However, engagement doesn’t stop with communication and collaboration styles. To fully unlock the potential of remote teams, leaders must also consider the deeper motivators that drive individual performance and satisfaction. In
Part 2, we will explore how the
12 Driving Forces® and
Emotional Intelligence (EQ) provide further insights into aligning remote work environments with each team member’s intrinsic motivations and emotional needs, ensuring long-term engagement and productivity.