How to Prioritize Connection in a Remote Workforce with Recess Part 2

Digital Citizen

On this episode of the Digital Citizen podcast, Arielle Yoder and Zack Fine of Recess talk to Fastmail CTO and COO, Ricardo Signes and Helen Horstmann-Allen, about how to foster connections within the remote workplace.

Hear about how Recess partners with companies to help them integrate play through a series of games that help the team feel more connected. Arielle and Zack explain the importance of team-building for both in-person and remote teams, the phenomenon of Zoom fatigue and why the transition to work from home early in the pandemic was so difficult, and how companies can foster positive work environments for their staff by investing in their wellbeing.

▶️ Guest Interview - Recess

• Learn more about Arielle Yoder
• Learn more about Zack Fine
• Learn more about Recess

🗣️ Discussion Points

• Arielle and Zack have a background in theater, and they founded Recess with this background in view. They had tools to help people have fun and connect more. As the pandemic wore on, they began applying principles of “ensemble building” in the corporate space. As in theater, in the office ensemble building involves building something from the ground up, developing trust, and quickly becoming a family. The building process can be done using play. In the workplace, the building will ideally result in a more unified team and a stronger work culture.
• The COVID-19 pandemic changed Zoom from a tool used alongside in-office connections to the central medium of corporate life. Gone was water cooler conversation and the casual, organic interactions it facilitated. In this new environment, as 2-D experiences of people became the norm, it was more difficult to engage on a personal level with coworkers. Work took on a new tiring and reductive element. Recess offers a different way to engage in an online space, specifically using play to help people relate in different ways and ultimately restore a sense of connection between teams and team members.
• The work of Recess is helpful for companies operating on a remote basis, but it’s also useful for companies that have resumed working in-person. One particular part of work life that Arielle and Zack love to be involved with is the onboarding process, as they find that Recess can ease the transition into a new and unfamiliar environment, help new employees get to know others in the workplace, and give these employees a sense of the company’s investment in their social wellbeing.
• Arielle and Zack also appreciate that the task they help to accomplish is, in a manner of speaking, bigger than them and their company. Different things appeal to and resonate with different people. Recess may not be for everyone. But the goal of Recess, to see people receiving the personal investment they need, should be a driving goal of company leaders. Employees will, by and large, be happier and stay longer if they see leaders investing the extra time and money to address their individual needs as people outside of their output as workers. Arielle and Zack urge leaders to make their employees feel as human as possible, and to take an individualized approach to doing this.

⭐️ Takeaways

• Remote work doesn’t have to mean disconnected work. There are many ways for organizations to build community among a remote workforce, but they have to work at it. It doesn’t just happen!
• Activities that work in an in-person world don’t always translate well over Zoom. So before you organize your next Zoom happy hour, think about what you can do to foster more connection between the people there — maybe by incorporating games or setting up breakout rooms. You want to find ways for people to connect that aren’t just doing work, ways that let people from different teams who might not naturally connect during the work day talk to each other.
• Play can be a great way to welcome new hires to the team and make them feel included.
• Ultimately, building a connected company culture requires investing in the wellbeing of your staff. They need to feel safe, supported, and like the work is not just a slog. Only then can they feel like the people working with them are their teammates and companions on this journey.

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