Working at an agency is a well-known source of potential stress, as most agency professionals can attest. It’s not uncommon for advertising, marketing and PR pros to face burnout, given the high-paced, always-on nature of their work.
This year, agency executives who are leading partially or fully distributed teams have the extra responsibility of ensuring remote teammates feel supported, engaged and satisfied in their roles. Below, members of Forbes Agency Council share the ways their agencies are planning to better support remote employees in 2023 and beyond.
Members pictured from left to right.
Photos courtesy of the individual members.1. Doubling Down On Communication And Culture
We have been remote since our agency’s inception and work to continually connect with our team, communicate and ensure that we are culturally conscious. From weekly mental health check-ins and fun emails to frequent one-on-one chats, in myriad ways, we never take culture for granted or think we are communicating enough. - Kirsten Ludwig, IN GOOD CO
2. Checking In With Them On Life Outside Of Work
Our agency provides the essentials for remote work—ergonomic chairs and stand-up desks—but more than that, we make an effort to connect with remote individuals regularly to check in on their workloads and their lives outside of work. It’s essential, especially in a hybrid situation, to ensure that the camaraderie that makes office life enjoyable doesn’t require an in-office presence. - Mike Gunderson, Gunderson Direct Inc.
3. Utilizing A Virtual 3D Office
My company knows that supporting remote employees is crucial in today’s world, and we firmly believe that consistent communication is the root of all support, personally and professionally. One game-changing service we’ve been heavily utilizing is a virtual 3D office where we mimic an in-person office environment as if we are side by side, and our team can easily access everyone and anyone at any time. - Mark Cunha, My People Know
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4. Paying For Equipment, Wellness Expenses And A Retreat
We have always supported our remote employees by offering them stipends for in-home office equipment and reimbursing them for wellness expenses as well as professional training. This coming year, we plan to do our second annual company retreat and fly everyone to a fun location to spend time together in person. We also plan to give out more spot bonuses and gifts for exceptional work. - April White, Trust Relations
5. Encouraging Play
Remote employees are working from home. There will be distractions and easy access to recreation; embrace it. Encourage spending time outdoors and taking breaks to go to the beach. Strong team members deliver and make meetings top priorities. Technical or software-oriented work lends itself well to such accommodations. Non-technical teams will have different challenges. - Andy Etemadi, EYEMAGINE
6. Getting Good Messaging Tools In Place
The most important task for any team moving forward is to make sure that the tools are in place to facilitate collaboration and regular communication. Getting good messaging tools in place, such as Slack, for regular communications can help replace the “water cooler” and get people talking. In addition, support digital efforts with regular get-togethers to build team culture and unity. - Paul E. Benninghove, Tattoo Projects
7. Listening, And Meeting In Person
The most important thing we can do to support our remote team is to listen! Working remotely can be a positive experience, but it doesn’t happen on its own. Frequent one-on-one touch points allow us to see how folks are doing. We also implemented in-person “hub days” to meet for work and follow it up with a lunch or dinner together. - Carol Levine, energi PR Inc.
8. Do Fun Virtual Team-Building Activities
If—and this is an important if—you have responsible and productive remote team members, then there is a need for weekly personal connection. We have two all-team Zooms at both of our firms every week. One is strictly a “water cooler” type event with fun questions we all answer or games (such as Wordle) we play together as a team. We finish three to four games each week! - John Davies, Davies Public Affairs
9. Subsidizing Virtual ‘Coffee Break’ And Lunch Meetings
We have a weekly Zoom meeting on Monday that everyone attends regardless of where they are located. Everyone has to share something they did the week prior and something they are planning to do this week that will benefit the group, then they get to call on the next person. We also do weekly “coffee break” meetings for 30 minutes and monthly lunch meetings—all are done over Zoom, and the company covers the cost of coffee and lunches. Communication is key. - Fadi Agour, RPM
10. Majorly Stepping Up Training
We are majorly stepping up our training (in addition to standard product and service discussions) to empower our team across the country. We’re launching in-depth training on presenting, communication and the like, which our team can use beyond the walls of our organization. Growth in cross-functional skill sets is critical for helping our team grow—personally and professionally. - Bernard May, National Positions
11. Allowing Employees To Decide Where To Work
We made the decision earlier this year to allow employees to choose fully remote, hybrid or in-office work, depending on their preference and regardless of team structure. Ultimately, prioritizing employees’ desire for an ideal work setting results in better productivity and client service, which has been reflected in our bottom-line results. - Mary Ann O’Brien, OBI Creative
12. Going Hybrid With Everything
We’re doing everything hybrid. This includes parties and experiences that are part in-person, part remote—never one less than the other, quality experiences all around—as well as flexible schedules and adaptable workspaces. The pandemic taught us all that anything can happen at any time. A relentless pursuit of client satisfaction will keep you ready for anything. Obsess over quality work, not where, or even how, it is done. - Stephen Rosa, (add)ventures
13. Trying To Build Accountability At Scale
Building accountability at scale involves equipping the team with the right technology stack, documentation for work and, of course, seamless communication—with guidelines that ensure those “chats” don’t become overwhelming. Remote work is efficient when you find the sweet spot between collaboration and focus work. - Vanhishikha Bhargava, Contensify
14. Developing A WFA Policy
We are currently developing a work-from-anywhere policy that empowers employees to work from wherever they want and access a full range of support to help them reach both their professional and personal potential. This includes on-demand office access in their neighborhood, a chance to work in another part of the world, home office accessories and enhanced mental health benefits. More to come! - Mike Leon, Brand Heroes Inc.
15. Utilizing More Online Tools And Resources
Utilizing more online tools and resources to help expedite work processes is a must for all growing businesses. Offering virtual training courses on how to leverage remote resources can help support employees. Relying on old traditional ways can slow down a company as they begin to onboard more remote employees. - Jordan Edelson, Appetizer Mobile LLC
