On Managing Abroad

The challenge of fostering cohesion in remote teams is real, but too often, the solutions proposed fail to address the root causes of disconnection. A recent LinkedIn article suggested a series of surface-level tactics: more video calls, virtual team-building games, and open communication. While these ideas might sound reasonable at first glance, they don't get to the heart of the issue. Disconnection in remote teams isn't about insufficient Zoom time or a lack of online charades—it's about respect, purpose, and inclusion.

Let's critically examine these recommendations:

1. Regular Video Calls

The suggestion: "Schedule regular video calls to maintain personal connections." The reality: Forcing teams into video calls does little to foster genuine connection. These interactions often feel inauthentic and poorly timed, especially when working across time zones. If your offshore team has to log on at 3am to attend a meeting, they're not feeling included—they're feeling sleep-deprived and annoyed.

If time zones are the barrier, adjust workflows rather than pretending video calls can magically solve the problem. Better yet, evaluate whether the call is even necessary. Often, asynchronous communication paired with clear documentation is far more effective for remote teams.

Instead of defaulting to more meetings, ask: What decisions or information could be shared in advance or asynchronously? Inclusion doesn’t mean dragging everyone into the same call—it means ensuring decisions are transparent and accessible to all stakeholders, regardless of location.

2. Virtual Team-Building Games

The suggestion: "Implement virtual team-building activities to build camaraderie." The reality: Games are fun and can humanize team members, but they don’t solve the core issue of disconnection in the workplace. Your remote team isn’t looking for new friends—they’re looking for respect, stability, and trust in their work environment.

What builds camaraderie is not a well-timed trivia game but the assurance that their work is valued and that decisions impacting them are made with their input. If they’re treated as second-class citizens—excluded from planning discussions or bearing the brunt of decisions made without their involvement—no game night is going to mend that.

Cohesion stems from meaningful inclusion, not superficial bonding exercises. Trust grows when teams are empowered to contribute to decisions, see the impact of their work, and rely on consistent workflows, not when they win at online Pictionary.

3. Encouraging Open Communication

The suggestion: "Use tools like Slack or Microsoft Teams to keep conversations flowing." The reality: Encouraging open communication without structural changes misses the mark. Communication tools are great, but if your team isn't given meaningful opportunities to contribute to decisions, they're just window dressing.

Inclusion isn’t about hand-holding or micromanagement. It’s about ensuring that key decisions aren’t made in casual watercooler conversations—or, worse, during meetings that remote teams have no reasonable way to attend. Business decisions made without input from those affected lead to frustration and alienation, whether the excluded party is halfway across the world or at a desk down the hall.

Instead of focusing on tools, focus on process: Are you involving the right people at the right time? Are you documenting discussions and decisions so they’re accessible to all stakeholders? Open communication only matters when it’s tied to a culture of respect and collaboration.

What Actually Works for Building Cohesion?

Here’s the hard truth: superficial solutions don’t address the core drivers of disconnection. Remote teams feel isolated when they lack autonomy, purpose, and inclusion. To fix this, leaders must prioritize structural and cultural changes over surface-level tactics.

• Respect Their Autonomy: Avoid micromanagement and unnecessary meetings. Trust your team to get the job done and give them the space to do so.
• Foster Inclusion: Involve remote team members in key decisions. Create processes that allow for asynchronous input and ensure decisions aren’t made in a vacuum.
• Provide Purpose: Help your team see how their work contributes to the company’s goals. Share the impact of their efforts and celebrate their successes, big or small.

Building Cohesion Takes More Than Surface Solutions

Creating genuine cohesion in remote teams isn’t easy. It requires thoughtful leadership, structural changes, and a commitment to fostering trust and inclusion.

The next time someone suggests a quick fix—be it more meetings or team-building games—take a step back. Ask yourself whether you’re addressing the symptoms or the root causes. Respect your team’s time, involve them in meaningful ways, and create an environment where their work is valued and their voices are heard.

Cohesion isn’t about video calls or Slack messages. It’s about building a culture of trust, clarity, and mutual respect. Let’s prioritize what matters.