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7 Answers
Focus on asynchronous celebrations as much as synchronous ones. Maybe a week-long series of small events, recognitions, and shared content that people can engage with in their own time. For awards, record announcements and share widely. Send physical gifts/swag that are culturally appropriate.
If doing a live virtual event, offer it at multiple times to cover different major time zones, or record it for later viewing. For something like an end-of-year party, provide regional budgets for small local teams to get together if they wish and are able to, in addition to any central virtual event.
Get input from your global team! Form a diverse committee to plan events. What's meaningful in one culture might be awkward or irrelevant in another. This also helps with buy-in and ensures a wider range of ideas.
For awards, shift the focus from just individual top performers (which can be hard to judge fairly across diverse roles/regions remotely) to include team achievements, collaboration efforts, and demonstrations of company values. Peer-nominated awards can also be very powerful.
Make it interactive. Use platforms that allow for polling, Q&A, breakout rooms for smaller group chats during a larger virtual event. Avoid just having people passively watch a long presentation. Maybe incorporate user-generated content, like a montage of team photos from the year.
Consider a 'gratitude' or 'recognition' platform that's active year-round, so positive reinforcement isn't just tied to one annual event. This makes formal awards feel like a culmination rather than the only time good work is noticed.
If budget allows, send everyone a food/drink delivery voucher to enjoy during a virtual celebration. This adds a tangible, shared sensory experience even when people are far apart. Ensure there are options for various dietary needs.
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