The following six design principles were created in the context of remote/hybrid workplace collaboration:
1) Encourage Clear Communication: Establishing clear communication channels so that everyone is in one accord.
Ensuring the learner is heard and can communicate with others is very important when promoting workplace collaboration. Bano et al. (2016) state that to prevent dissatisfaction and feelings of loneliness, it is critical that team members feel heard and visible. Connecting as a team is facilitated by the integration of well-defined channels. It’s also critical to advise on how to use various communication channels effectively when designing for workplace collaboration.
2)Promote Technology Integration: Make use of dependable, cooperative technology to promote efficient collaboration among team members.
Technology is the most essential tool in the virtual/hybrid workplace setting. Ensuring the technology used is robust and reliable makes workplace collaboration feasible.By minimizing barriers such as wifi connections, computer processing speed, computer crashes and bandwidth issues, the team can collaborate more as each member is on an even playing field. Ensuring that reliable technology is available when designing learning tools for team members is essential.
3) Raise Cultural Awareness: Promote cultural sensitivity and awareness among team members to encourage mutual understanding and enhance inclusivity.
According to Heaster-Ekholm, K. L. (2020), the design of educational activities and resources is influenced by culture; therefore, when designing learning material, minimizing bias is vital and creating an open environment where team members can share their culture freely with others can be helpful.
4) Foster flexibility: cater for different time zones and working hours to encourage a healthy work-life balance.
In hybrid/remote workplace environments, design should foster flexibility so that all geographic locations represented are catered. This can help reduce burnout, and team members are not always under pressure. This can be in the form of providing varying deadline times so that specific time zones are not always disadvantaged.
5) Virtualized team building: Implement virtual team building activities to strengthen relationships and build rapport within the team
Providing opportunities for “light” conversations and check-ins via video and audio can promote healthy team building as team members can get to know each other better. Non-formal, fun activities can be incorporated to let others share their more personal lives to their comfort level, promoting engagement and connection.
6) Cultivate a feedback culture: create an environment where constructive feedback is promoted and valued so that growth and improvement can be seen among team members
Providing opportunities to give clear and constructive feedback can help improve workplace collaboration among team members as they can learn from each other and create more cohesive work bonds.
This context of workplace collaboration was chosen because, based on research, our team discovered that, for a variety of reasons, including communication breakdowns, cultural differences, and technological difficulties, there has been a disconnect between members of virtual teams and little collaboration in hybrid settings. These six design principles can be used to address the alienation and lack of connection that team members may experience when working remotely and to start fostering growth and collaboration among team members when thinking about workplace and hybrid collaboration training.
By ensuring that learners feel heard and appreciated and by fostering connection, these concepts could improve learners’ experiences in the context of workplace collaboration.
References
Bano, M., Zowghi, D., & Sarkissian, N. (2016). Empirical study of communication structures and barriers in geographically distributed teams. IET Software, 10(5), 147–153. https://doi.org/10.1049/iet-sen.2015.0112
Ebrahim, A., Battilana, J., & Mair, J. (2014). The governance of social enterprises: Mission drift and accountability challenges in hybrid organizations. Research in Organizational Behavior, 34, 81–100. https://doi.org/10.1016/j.riob.2014.09.001
Heaster-Ekholm, K. L. (2020). Popular Instructional Design Models: Their Theoretical Roots and Cultural Considerations. International Journal of Education and Development Using Information and Communication Technology, 16(3), 50–65.