Category: Organizational Culture

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Burnout At Work: Recognizing The 3 Biggest Signs Of Burnout

Reading Time: 5 minutesWe all know the story. Someone hits a wall—exhausted, irritable, going through the motions—and looks up wondering how they didn’t see it coming. The truth is they probably did see it, in their own way. They just didn’t recognize the signal, because the burnout content they’ve consumed described someone else’s version of it. Every article about workplace burnout gives you the same three dimensions: exhaustion, cynicism, and a feeling of inefficacy. That framing isn’t wrong. Christina Maslach and her team established those three dimensions decades ago and they remain the canonical definition. The problem is that the three dimensions describe what burnout  is once it’s already there. They don’t describe how it shows up for you, two weeks before you can name it. Recognizing burnout isn’t really about identifying the moment it arrives. It’s about catching the patterns that precede it—patterns that look different depending on how you, personally, respond to stress. The Three Dimensions Of Burnout In The Workplace Exhaustion: Most of the time when we talk about job burnout, we are actually thinking about emotional exhaustion. This is that sense of fatigue, lack of energy, and “I don’t want to do this I really just want to take a nap”. Cynicism: Cynicism adds to emotional exhaustion. It is recognizing that you are mad at the source of emotional exhaustion. It’s a sense of depersonalization where you become cynical about the source of that extreme work-related stress where you think “ I do not want to even be a part of this anymore.”  Inefficacy: The third dimension is a sense of inefficacy. You just don’t feel capable, you do not feel confident to do this. So, it is not just the feeling of fatigue- it is actually where you start to engage in cognitive processes that are fighting against the source of that emotional exhaustion.  Half the U.S. workforce is burned out. The definition has held up for 50 years. Burnout has been studied for over fifty years and the three-dimensional framing has held up. Exhaustion is the emotional and physical fatigue that doesn’t lift with sleep. Cynicism is the protective distance you build between yourself and the work you used to care about. Inefficacy is the creeping sense that nothing you do is good enough, that the gap between what you produce and what you used to produce is widening. The World Health Organization added burnout to its International Classification of Diseases in 2019 as an “occupational phenomenon.” Eagle Hill’s 2025 worker burnout survey found that more than half of the U.S. workforce reports being burned out. Recent data from DDI’s Global Leadership Forecast 2025 shows 71% of leaders report significantly higher stress since stepping into their current role, and nearly one in six are facing full burnout. So the universal framing is real. But the gap between universal and personal is where most people miss the signal. Burnout can look different depending on your personality type People don’t experience stress the same way, which means they don’t experience burnout the same way either. A Type 3 on the Enneagram—the Achiever—often masks burnout behind performance. The cynicism shows up before the exhaustion does because the drive to keep producing pushes through fatigue until the body refuses. A Type 9—the Peacemaker—might frequently become passive before any of the three dimensions become visible to colleagues. A high-D on DISC may gets sharp and impatient, then dismissive, well before they’d label themselves as exhausted. These aren’t just personality quirks. They’re the early signature of how stress is going to compound for you, specifically. The first signal of burnout for an Enneagram 1 (the Perfectionist) is often a rigid, self-critical inner voice that ramps up before any energy depletion. For a Type 7, it’s restlessness—scattering into new projects to outrun emotional discomfort. For a Type 5, it’s withdrawal into knowledge work and a disconnection from the body and team that makes other people notice before they do. The version of burnout you should be watching for is the one that matches your behavioral patterns. Knowing which patterns you have—through validated assessments like DISC, Enneagram, or Insights Discovery—can help prevent getting to “I’m burned out” and instead help individual recognize, “I see the pattern that seem to precede my burning out, and I can intervene now.” For a deeper framework on matching the right assessment to your leadership development goals (including stress response and derailment patterns), see which personality assessment is right for your leadership team. This is why a one-size-fits-all symptom checklist is less useful than people think. The checklist is downstream. The signal you actually need is upstream, and it’s wired into how your stress response works. Know your own stress signals Peter McLeod was an acrobatic pilot for Red Bull for years. When I was growing up I used to go fishing in northern Ontario, Canada every year. Peter is the son of the outfitter where we stayed ever since I was little. When Peter was seventeen, he was doing a practice run, and his dad invited us to watch. It was insane—upside-down flyovers, absolutely unreal. After the trial run, Peter landed and came back to talk with his dad. They went over every detail of how the plane operated—whether the noises sounded different, the seat adjustment, reaching top speed 0.1 seconds faster. It was incredible to listen to. We jokingly asked, “Can you come back and do this tomorrow?” Peter’s response was clinical: “After doing that type of work with this machine, it’s going to take at least a week’s worth of maintenance.” The real work isn’t the acrobatic flying. The real work is taking care of the machine. Your mind and body are a machine that handles a lot of stress. If you don’t know how your machine responds to stress—the specific noises that mean something is wrong—you’ll miss the signal until you’ve already crashed. Four questions to spot your burnout pattern earlier If you want to catch your burnout earlier than the universal symptom list will

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How to Stay Happy and Productive While Working From Home

Reading Time: 3 minutesThe key to working from home is mastering work-home boundary management tactics. Struggling to avoid disruptions while working from home? You’re not alone. Before the COVID-19 pandemic, 2.5% of American employees worked from home. At the height of the pandemic, this number peaked at 42%. And now, many employers are implementing a permanent work-from-home option. This aligns with a recent study suggesting that 37% of U.S. jobs can easily be done from home. It would appear that remote work options are here to stay. For some, this is the first time they’ve worked from home. For others, this is the first time they’ve worked from home full-time. Given this backdrop, it’s important to think about how well you’re doing at managing your home work boundaries. You can take an assessment called “Managing Work-Home Boundaries” to see how you stack up. This 12-question assessment is free, validated, and theoretically grounded. Your assessment will automatically generate your scores and a comparison to your peers. Integration Versus Segmentation The first step in managing work-home boundaries is understanding where you fall along the integration-segmentation continuum. Integrators enjoy the dynamic and fluid nature of going back-and-forth between work and non-work tasks. Integrators are better suited to be remote employees and feel more efficient as they simultaneously make progress in both domains. Segmenters prefer to keep clear boundaries between work and home domains. Without proactive work-home boundary management, segmenters struggle when working from home and commonly cite feeling frustrated and distracted when work and home domains are intermixed. Context-Dependent. Note that many will find themselves somewhere between these two extremes. This means that preferences for integration or segmentation for most work arrangements are context-dependent. Those in the middle should pinpoint the domain-specific circumstances where they prefer one approach or the other. Behavioral Tactics There are several ways to manage your work-home boundaries to ensure that you maintain your desired amount of segmentation for your workday. Using Technology. Consider using separate email accounts (or email filtering), scheduling software that blocks off work and family time, Automated Coaching™ responses (via text, social media, email, Slack, or the like), and status messages to retain work-home boundaries. Disruption Allowance. Decide in advance for which activities in each domain you are and are not welcoming minor disruptions. For example, perhaps Zoom work meetings are the only time you won’t allow home-related interruptions. During family time, perhaps you’ll only field calls from your supervisor, but everything else gets screened for urgency and importance. Physical Boundaries. Where we sit matters. To the extent possible, create spaces like a home office that are off-limits to family and, in the longer term, seek several locations outside of the home where you can comfortably get work done. For example, coworking spaces are becoming ubiquitous, and it might be worth the investment. Temporal Tactics There are two time-related tactics that can help maintain WFH segmentation preferences. Blocking Off Time. Experiment with blocking off days and timeframes where a specific type of work or home domain activity will be completed. Make it clear to colleagues at work, and family and friends at home, that those timeframes are non-negotiable.  Maintaining Equilibrium. This tactic entails balancing out the amount of time you spend in the work and home domains across a longer period of time than the traditional 24-hour timeframe. Many remote workers, for example, accommodate for early morning or late afternoon childcare transitions by working during designated times on the weekends. Relatedly, may employees take extended vacations after dolling out extra hours during a spike in seasonal work demands. Communicative Tactics All of the tactics discussed thus far are dependent on how well you communicate the rationale behind your decisions. Managing Expectations. Don’t assume that colleagues or family members will know your work-home boundary intentions. You don’t have to broadcast your personal situation to colleagues. Keep it clear and simple. When managing expectations at home, explain why you’re employing certain tactics. Make sure they understand that you’re managing boundaries so that you can be present and fully available during non-work hours. Discussing Violations. It’s inevitable that your work-home boundary preferences will be violated. It’s in these moments where you ultimately determine whether your tactics will flourish or flop. This is the hardest part of the process. Stick up for yourself, but be sure to be empathetic and reasonable while doing so. In many ways working in an office around your co-workers is easier when it comes to work-home boundary management. The physical distance and commute does much of the work for us. But now, as we transition towards more opportunities to work from home, it’s our responsibility to figure out how to do it right. Start by thinking through your integration-segmentation preferences, and then start experimenting with the aforementioned tactics. Keep in mind that it’s likely to be an ongoing experiment, not a black-and-white, one-time solution. Continue to take ownership of your time and space. You deserve it. Visit www.scottdust.com for more free resources for human capital enthusiasts, including a free e-book titled “A Field Guide to Human Capital Assessments.”  Try a Demo

5 Overlooked Virtual Leadership Suggestions

Reading Time: 2 minutesCommonly overlooked, evidence-based recommendations for virtual leaders. For managers now working from home, leading a team virtually presents new challenges. And because the pandemic changed the work environment so drastically and so quickly, our advice for managers is yet to catch up.  The virtual leadership reminders currently floating around the infosphere are straightforward. Leaders should touch-up on their technical skills, focus on building trust, and encourage social cohesion through regular team check-ins. These are accurate and helpful, but virtual work is here to stay and moving quickly. It’s time to go deeper. Below are five overlooked, evidence-based recommendations for leading in today’s virtual work environment.  1. Pay Attention to Emergent Leadership Ideally, everyone on the team steps up as a leader when their knowledge or skills are needed. However, this tendency to emerge as a leader changes in virtual work environments. Communication apprehension—anxiety due to anticipated communication with others—is more common in real-time virtual communication. This isn’t the same thing as introversion. In fact, it’s more strongly associated with neuroticism, which means that some of the most critical, perfection-oriented employees aren’t speaking up. Leaders should nudge these employees to contribute, clear the floor to give them the spotlight, or consider alternative outlets for them to voice their suggestions and concerns. 2. Establish Virtual Communication Norms Moving to virtual-only work disrupts preexisting face-to-face or hybrid communication norms. Embrace the change by thinking through four questions: What medium? How often? What tone? What level of detail? In new or uncertain environments, employees mimic the behaviors of their leader. Choose wisely.  3. Stop Overloading Your Employees With Information We’re getting comfortable with communication in a remote work environment. Too comfortable. We post or send messages about everything. Just because it’s easier to communicate electronically doesn’t mean it needs to be communicated. Employees are overwhelmed. Be judicious. 4. Use Asynchronous Video Employees log more overall hours when working remotely compared to face-to-face. Partly because the days are filled with Zoom meetings that disrupt employees’ flow and deep thinking. Help your employees be more productive by recording videos with key information that they can watch whenever is convenient for them. They’ll likely watch them during the transition time between meetings or when their energy is low and they need a break.  5. Practice Balanced Monitoring Over-monitoring employees is common when leading virtually. Leaders tend to overcompensate when they can no longer pick up on subtle signals during face-to-face interaction. Although some degree of monitoring ensures stability in productivity, too much will annoy subordinates and degrade trust.  An Eye Towards The Future Just like preexisting virtual leadership listicles, these recommendations will soon become outdated and overly straightforward. The foundations of leadership don’t change in virtual environments, they just make the need for high-quality leadership more pronounced. What will change, however, is the nature of the virtual work environment. History clearly illustrates that technology changes quickly. The best virtual leaders will continue to think deeply about what’s new or different as virtual work environments evolve, and how they can go deeper to meet the needs of their team members. A version of this article is also published at Business Insider. Visit www.scottdust.com for more free resources for human capital enthusiasts, including a free e-book titled “A Field Guide to Human Capital Assessments.”  Try a Demo

3 Essential Tips for Motivating Your Team: Work From Home Edition

Reading Time: 5 minutesYou’re probably already well aware that your staff is the lifeblood of your business. They work diligently and consistently toward your collective success, they’re there to help you brainstorm new ideas, and get you through those dreaded creative slumps. Unfortunately, the global pandemic has put a major strain on nearly every company’s staff force, and yours is likely included in the list. Your team members might still be feeling demotivated and burnt out after many months of working in isolation and being anxious about the future. Your job as a business owner, team manager, or personal relations specialist is to provide the motivation your remote team needs to get through these dire times. You need to inspire them to stay productive while looking after themselves and prioritizing their own health and well-being.  Need a place to start? Here are our 3 essential tips for encouraging, motivating, and engaging your team to boost employee motivation and employee engagement. 1. Develop a Cross-Company Rewards System Everyone loves rewards. They’re a fantastic source of motivation, along with an effective incentive to keep your team’s spirits high. There are two main types of rewards you can use to motivate your team: intrinsic and extrinsic. An intrinsic reward is an offering or gift with no tangible, physical presence, like a compliment or recognition for excellent contributions. Extrinsic rewards, on the other hand, are tangible items such as bonuses, trophies, plaques, or ‘Employee of the Month’ badges. Both types of rewards can help to boost office morale and keep your staff motivated—but the true magic happens when you combine them. If you’re trying to figure out which type of reward would best suit your team, you need to take a closer look at the kinds of goals they’re aiming to achieve. The Right Time for Intrinsic Rewards Intrinsic rewards are best suited for acknowledging ‘immeasurable’ or subjective goals. They have a more powerful and longer-lived effect on your team’s attitude than extrinsic rewards do. If you plan on making a long-term positive impact on your team and encouraging certain actions or beliefs, intrinsic perks are your bet best. There are so many ways to use this reward type to motivate your staff force. Recognizing their strengths, efforts, and achievements is quick, simple, cost-effective, and one of the best possible ways you can go about ensuring your staff remains loyal to your organization. Intrinsic rewards can include employee of the month accolades, regular shout-outs, or even one-on-one meetings between employees and supervisors. In these meetings, contributions are praised and encouraged. Regardless of how you reward your employees, remember to make sure your approach is inclusive and sensitive to their needs, expectations, and personal beliefs. Take time to figure out what inspires each of your workers so you can reward them in a way that engages and makes them feel appreciated and respected. The Right Time for Extrinsic Rewards You should ideally offer extrinsic rewards when there’s an obvious and measurable goal your team is trying to reach. You can use close monitoring and reporting to determine whether or not the team has hit its goal, and then reward them as you see fit. It’s also recommended that you add a time frame to your extrinsic reward goals. This gives your team the incentives they need to work harder and quicker towards the objective at hand.  Moreover, it’s useful to create a hierarchy of company rewards. This allows you to offer predetermined rewards that match the amount of work your team puts in within a given time frame. If you give your staff force a major goal to achieve, make sure the prize is tempting enough to incentivize them to work towards it in good time. You can offer smaller rewards, such as advanced paychecks, for workers achieving more minor goals. Even the simplest of offerings can motivate workers to accomplish easy feats like accurately reporting their hours, or submitting documents by specific deadlines. Reserve larger, juicier rewards like gift cards and annual bonuses for notable achievements like boosting sales by a certain figure, or significantly improving production rates to a preset level. We recommend breaking down major goals into smaller objectives, each with its own small reward, for motivating employees and adding employee engagement throughout the process to keep team members on track. 2. Introduce Workplace Gamification ‘Gamification’ has become a huge buzzword in recent years. This movement has the power to motivate employees, students, online learners, and virtually everyone in between. But what exactly IS gamification, and how does it fit into working from home? Simply put, gamification is a method of motivation companies use to boost employee satisfaction, productivity, and employee efficiency. The method involves implementing game-based features into daily tasks to make work more fun and more immersive for all involved. When you incorporate this element of competition into your company’s day-to-day operations, you can encourage your team to learn new skills rapidly, and apply them creatively in a fun work environment. You can start adopting this approach by developing a training program packed with badges, rewards, leaderboards, and measured achievements for completing individual learning modules. You can even allow your staff members to compete with one another, or with different departments within your business. You can also use gamification and competition to motivate your departments individually, even when they’re working from home. 3. Offer Regular and Honest Feedback It’s essential to give your employees regular and transparent feedback if you want to keep them motivated. Clear communication helps to build an awesome work-from-home culture that strengthens the team. Regardless of whether your feedback is positive, negative, or constructive, being honest will allow each of your workers to grow, both personally and professionally. If you don’t provide enough feedback, your team members will never be sure of which aspects of their work ethic need attention, and which areas they’re performing exceptionally in. Positive feedback is obviously the easiest type to offer. However, you need to make your compliments specific for them to really

10 Virtual Activities to Increase Team Bonding

Reading Time: 4 minutesThis blog is a guest post written by Richard Fendler, a goal-oriented manager at SnackNation with proven leadership abilities. He’s an expert in increasing productivity and customer satisfaction while driving revenue and sales. Also committed to streamlining procedures while optimizing employee talent. Keeping team members happy and engaged when working remotely after the COVID-19 pandemic is a challenge that all managers face. While it may seem like an insurmountable task in the long term, there are some team-building exercises you can do to achieve working with remote teams effectively. With that in mind, here are 10 virtual team-building activities to add to your roster of employee engagement strategies so that remote work does not leave employees feeling isolated. 1. HOST A VIRTUAL BIRTHDAY PARTY Office birthdays are a part of most company cultures, so there is no reason to stop this tradition when teams are working from home. You can choose to organize virtual birthday parties yourself or assign this task to different people as seems suitable. There are lots of birthday party ideas for work that make sense in a virtual workspace, such as online karaoke sessions, masquerade balls, and even murder mystery games! 2. ARRANGE A VIRTUAL HAPPY HOUR If your team is used to meeting for post-work drinks or even a coffee break on a weekly or monthly basis, this is another activity that translates well to the virtual space. Make sure that you set a suitable cap on small groups to avoid the experience being overwhelming; 10 is ideal, although 20 is workable. Get team members to bring a drink to enjoy, and pre-plan discussion points or just let the conversation flow as you would normally. Being able to sit back and trust employees to gel in this context is one of the key leadership qualities you should foster. 3. PLAY ONLINE GAMES TOGETHER Gaming may not be everyone’s favorite pastime, but there are lots of multiplayer experiences that are great for team bonding. Fostering cohesion in this way can even be one of the pros of telecommuting that would not necessarily apply to the office. In terms of the team-building games themselves, popular options include the trivia-based JackBox.tv titles and the Scrabble-inspired Words With Friends. 4. SET AN ICEBREAKER CHALLENGE Activities that engage remote workers’ brains are the best to pursue, so establishing a hypothetical scenario and asking people how they would cope can spark a lot of fun and debate. A fun icebreaker question is to ask team members to think which 3 items they would take to a desert island to survive after being stranded on a limited list. This icebreaker will get people talking and stimulate their imagination. 5. RUN A BOOK CLUB Whether or not a book club is already part of your team’s activity schedule, this works well for remote working as it does when face-to-face meetings are possible. Be sure to choose books that are accessible, enjoyable, and interesting. Length also matters, so avoid picking “War and Peace” unless you want to spend weeks waiting for everyone to finish and meet up. 6. SET FITNESS GOALS Working remotely can reduce the amount of physical activity that team members get each day, so you can capitalize on this by getting remote employees to choose their own fitness goals and aim to complete them together as constructive teamwork. Be sure that this is handled sensitively and do not put undue pressure on a member of your team for whom fitness and exercise may not come easily. 7. ENCOURAGE NON-WORK-RELATED TALKS While virtual meetings and conference calls are all well and good, sometimes it’s nice to talk about things other than work without being scrutinized by lots of other people in real-time. To that end, partner people in small groups with one another and ask them to become pen pals, corresponding via email about their days and boosting each other’s morale through this online team building. 8. GET CRAFTY When working remotely, team members may have more time on their hands freed up by not needing to commute daily. This can make completing craft projects together an entertaining option for team-building events. Whether you decide to take up pottery, woodwork, knitting, or any other craft-related hobby, doing this while chatting with colleagues on Zoom can eradicate feelings of isolation in a fun way. 9. TAKE HOME TOURS As team members may well live long distances from one another, a remote working scenario could be the ideal opportunity to let them show off their abodes and also display a bit more of their personality to their remote team members. Each member can be given the chance to show everyone around their home, either in real-time or by filming clips and editing them together. 10. SHARE PERSONAL PHOTOS Seeing pictures of someone as a baby or from their youth can be a fun way to engage with others in a work environment. Get team members to send you photos of them in their youth, collate them all together and then share them with the rest of the team in a video chat, then get attendees to guess the identity of each pic. Read more about virtual team-building ideas here. Most importantly, listen to each member of your team and work out which team-building activities for remote teams will best suit their personalities and needs. Being responsive and open to feedback is the best way to improve your management of virtual offices. HUMAN SKILL PROGRAMS ARE HITTING LIMITATIONS…​ 5 THINGS THIS FREE RESOURCE WILL TEACH YOU Close the widening gap between learning and on-the-job application Overcome the tension of pausing productivity for development opportunities Integrate learning so it is actually in the flow of work The evolution of human skill development What Automated Coaching™ is and how it works.

18 Virtual Team Building Activities For Remote Work

Reading Time: 12 minutesNothing compares to the power of a great team. The hard-working people, the camaraderie, the laughs; being a part of an exceptional team is an amazing experience. Unfortunately, that feeling is difficult to duplicate. With contrasting views getting in the way, not to mention team members who participate in activities far less than others, working in a team isn’t a top priority for many. But with the right tools and systems in place, being happier and successful as a team can be a lot easier to grasp. As the challenges above relate to team-building activities anywhere, there are even more difficulties when working remotely. But as the world is starting to focus more on remote work, finding solutions to these teamwork inefficiencies is a top priority for many companies. And as more people are finding it difficult to stay productive in their office space while working from home, the need to find these solutions is higher than it has ever been. Luckily, there are many tips for team building for remote teams. Keep reading to learn 18 tricks, tips, and insights on how to boost your remote team-building activities efforts for your online workspace. HUMAN SKILL PROGRAMS ARE HITTING LIMITATIONS…​ 5 THINGS THIS FREE RESOURCE WILL TEACH YOU Close the widening gap between learning and on-the-job application Overcome the tension of pausing productivity for development opportunities Integrate learning so it is actually in the flow of work The evolution of human skill development What Automated Coaching™ is and how it works. 1. VIRTUAL TEAM BUILDING ICEBREAKERS Have you ever had a virtual meeting before? If so, then you might have thought it was a little awkward. From barking dogs to awkward pauses, a virtual team meeting can be a little weird. But to clear the air and make things comfortable for everyone, sometimes it takes a good icebreaker. Virtual Icebreaker Questions Many virtual teams will decide to participate in various icebreaker games. One of the leading activities involves asking your team members questions. Then, all team members take turns reading the answers out loud to the team. While this might be an approach that you saw in the third grade, it can be very effective at breaking the ice. 5 great work icebreaker questions: What does your current role play to your strengths? Who is someone that you admire? What is going well outside of work? How do you manage stress from work? When working with another person, what do you value? 2. PLAY ONLINE GAMES If you want to connect with your team remotely, then game activities can be a fun way for your company. There are many games to consider, so try to brainstorm the best games that are relevant to your team. Let’s now look at a few popular games to consider… Trivia Everyone loves a good game of trivia. And this game can be a perfect way to engage with your team. Try Kahoot for an educated technology approach! Two Truths and a Lie For this fun game, team members will be asked to write down three statements about themselves. However, two of these statements should be true and one should be false. Other team members can then add a mark on which option they believe is the lie. After that, each team member will then go around and explain which statement was false. Bingo Who doesn’t love a solid game of bingo? And what better way to bond with your team over one of the greatest team-building games ever made? And better yet, you can create a custom bingo game that is relevant to your company! One idea is to create a bingo board that includes several action items or accomplishments on it. For example, spaces on the bingo board could say: “big win recognized this week, random act of kindness, received client positive feedback, project completed before deadline.” Then you mark that spot on your board when a team member accomplishes each activity, BINGO! 3. SPEED TYPING RACE If you want to get the friendly competition flowing with some fun and excitement, then have a typing speed race with your team members. And better yet, there are many tools out there that let you do these races for free! After the race is finished, the results can then be posted on a company message whiteboard or sent via email. To make things even more interesting, you can even set up teams that relay to different team members. This can help your team collaboration, and it just might add another level of excitement. This challenge may sound simple, but it can help to keep your team interested and focused on online team building. 4. COOKING CHALLENGE As your team is working from home, chances are they cook up some bomb meals from time to time. Another tip for keeping employee engagement is to have a cooking challenge where team members whip up their favorite cuisine. To add an interesting twist, you could even make it themed where employees cook up a type of dish like Italian or Mexican. Then, you could have your team post a picture of their amazing creations on your company message board or send them to a company-wide email. Another way you can mix up this challenge would be to have others create recipes from other team members. This can work as a great team bonding effort, and it might even lead to learning some top-notch recipes to make yourself. 5. VIRTUAL HOUSE TOURS Sometimes, remote team building is lacking because the team doesn’t know much about each other. Another one of the leading team-building activities involves home office tours from your workforce. Each employee can be assigned the task of walking around their home while connected to a video conference meeting. This can help to break the ice and it can do wonders for team bonding efforts. Before you know it, one of your team members might even invite everyone over to use their super awesome pool. Remember Boundaries