FCS’s Air Quality (AQ) team shares their collaborative approach to building relationships and trust while navigating the virtual workplace.
Back when the COVID-19 pandemic unexpectedly forced many of us into remote work settings, some workers discovered focus, motivation, and serenity that may have been previously lacking. Others, however, found their remote work status to be isolating, especially when teammates were hundreds or even thousands of miles away.
Nearly five years later, many employees are still working from home — either by choice or necessity — and sometimes virtually alongside in-office teammates. Employees at FirstCarbon Solutions (FCS), an ADEC Innovation, has experienced both sides of the coin and can serve as a case study that inspires teams to “remove” the distance by incorporating team bonding and training initiatives into the daily workflow.
Building Connection in a Remote Workplace
With physical distance, lack of efficiency and cross-team collaboration may be at risk. To overcome these challenges, our AQ Team implemented initiatives focusing on team bonding in a non-work context.
Termed a “coffee break,” the team established a voluntary 15-minute Friday morning virtual gathering. This dedicated time gives the team an opportunity to drop in and experience some virtual “water cooler” bonding with coworkers during the work week.
Every other week, the coffee break is opened to the larger FCS-wide team, welcoming all employees to join and get to know their coworkers on a more personal level. Various FCS teams host regular team-building activities, during which time coworkers may play virtual games, engage in icebreakers, or work together to solve a puzzle or challenge.
FCS teammates work in different locations across the country, but also around the world. In these cases, intentional team-building activities are even more important as employees may never have an opportunity for an in-person meeting.
Another way a team can instill a strong rapport is by being intentional and deliberate in celebrating one another. The AQ team started doing this through Kudosboard, a forum where they can send virtual greeting cards with personalized messages and memes for birthdays, company anniversaries, and significant milestones. The ADEC Professional Services team (of which the AQ team is part) uses Nectar, a points-based system where employees recognize one another and earn points that add up to real prizes.
Virtual Training and Career Development
More process-oriented initiatives include creating and implementing a standard of operating, learning, and policies to help train junior staff and ensure consistency across team processes. The AQ team has implemented several tools including templates and training videos that have been instrumental in onboarding, cross-training staff, and career development. The AQ team is actively generating training materials for various aspects of the air quality modeling process in order to create a comprehensive guide for junior staff.
A specific example is recording the screen while stepping through how to collect Bay Area Air Quality Management District (BAAQMD) existing railway and roadway health risk data using Python. The result is improved workflow efficiency and better team interactions. As a main cornerstone of ADEC Professional Services is empowering employees to define and excel in their career goals, the AQ team upholds this sentiment.
Value in Collaboration and Connection
Team bonding and development is critical for workflow efficiencies, client services, and employee morale. There is unmatched value in human connection, no matter how far you physically are from your colleagues. In fact, intentional collaboration can lead to more trusting, dependable team relationships, allowing for more organic collaboration across teams.
