Você está lutando para manter sua equipe virtual engajada. Como você pode estimular a participação ativa durante as reuniões?

To spark active participation in virtual meetings, I focus on creating an engaging and inclusive environment. I start by setting clear expectations and agendas, so everyone knows the purpose and their role. I use interactive tools like polls, breakout rooms, and shared whiteboards to make the meetings more dynamic. Encouraging everyone to contribute by asking open-ended questions and rotating discussion leaders also keeps the energy up. Recognizing and valuing contributions builds confidence and encourages further participation. Finally, I ensure the meetings are concise and relevant, respecting everyone's time and keeping the focus sharp.

Weekly meeting to keep the team involved and engaged. I like to give an overview of our team numbers as well as dept updates and upcoming events. I also like to give each team member time to give a presentation on projects they are working on.

Structure meetings, use interactive tools, foster open communication, leverage technology, recognize contributions, and seek feedback. Create a collaborative environment where everyone feels valued and engaged.

I got a book from B&N that had over 600 icebreakers. In meetings I've run I picked one out before the meeting and start to ask it conversationally. As team members came into the meeting I would engage them. It seems to go over better than a forced beginning and more engagement happens naturally. The more you get to know your team, the more the ice breakers can relate to those subjects. People participate more. Don't forget to prime the pump.

Setting and sending ahead of time a clear agenda helps the invited participants to join focused and prepared for the discussion. For those team members who are more introverted, they are given the time to thoughtfully reflect upon the topics & develop ideas, questions, etc. Having prepared, they are often more likely to join the conversation. Because an agenda lays out the topics and time allotted for each, it requires effective moderation. Controlling pauses, avoiding more vocal members monopolizing time, etc. holds space for others to participate. Given that room, the less assertive can contribute more comfortably.

When crafting your agenda, consider incorporating what Tim Ferriss calls the "5-Minute Journal" concept. Begin each meeting with a brief, structured reflection period where team members answer three questions: • "What's the most important thing we need to discuss today?" • "What's one challenge we're facing?" • "What's one opportunity we should explore?" This practice not only ensures everyone's priorities are considered but also primes the team for active participation and strategic thinking throughout the meeting.

It good to send out an agenda. It lets everyone know what they will be hearing, talking about. It allows them to see if they need to contribute, if there's a topic of interest, and possible related questions. It also keeps the meeting on track.

Expanding on the concept of role rotation, consider introducing the 'Devil's Advocate' role. This approach, championed by organisational psychologist Adam Grant, encourages constructive dissent and deeper critical thinking. The person in this role is tasked with respectfully challenging ideas and assumptions, fostering more robust discussions. Additionally, incorporate a 'Celebration Leader' role, responsible for recognising team achievements and individual contributions. This practice aligns with Brené Brown's emphasis on the importance of gratitude and recognition in building engaged, resilient teams.

Rotating roles is a good way to get people involved. Also soliciting topics that people want to present. Personal interest in best practices, innovation, and short trainings are also avenues that get team members excited and engaged in these meetings. We had a guy who did an introduction to Python over the course of several meetings. The first two meetings were kind of dry. After providing him feedback (as I'd taken Python training for my degree) he changed his approached to code we could use. We ended up creating a code repository of standard queries we could use every day.

Building on the power of interactive tools, consider implementing a digital whiteboard for visual collaboration. As Simon Sinek emphasises, "The ability to see and manipulate ideas in real-time can spark creativity and engagement." Tools like Miro or Mural allow team members to contribute ideas visually, fostering a sense of shared ownership and active participation. Additionally, breakout rooms in video conferencing platforms can facilitate smaller group discussions, encouraging those who might be hesitant to speak up in larger settings to share their thoughts more freely.

To enhance your feedback process, consider implementing a technique that Edgar Schein calls 'humble inquiry'. This involves asking open-ended questions that demonstrate genuine curiosity about team members' experiences and perspectives. For example, "What aspect of our meetings do you find most valuable?" or "How could we better support your participation?" This approach not only gathers rich, qualitative feedback but also reinforces a culture of psychological safety, which Google's Project Aristotle identified as crucial for high-performing teams.

You can send them all the same gift for good performance. Or a mystery gift that they will have to work with their virtual team to identify and decode. Virtual happy hour is also effective.