AI-Powered PDF Translation: Fast, Cheap, and Accurate
(Get started for free)
In a distributed translation team, it can be easy for team members to feel disconnected from leadership and the broader organization. That's why making an effort to recognize and praise great work is so important. When team members receive positive feedback and know their contributions are valued, it fuels engagement, productivity, and loyalty.
As Ilana Gershon, Associate Professor of Anthropology at Indiana University, shares, "Praise within a workplace helps make employees feel noticed. Thoughtful praise gives credit where credit is due, while contributing to morale, job satisfaction, and productivity."
Gershon recommends being specific with praise. Generic praise like "good job" doesn"t carry much meaning. It"s more impactful to say "Thank you for getting this translation back to the client so quickly. Your efficiency really made a difference in meeting our timeline."
Other leaders emphasize tailoring praise to individuals. As remote work expert Bob Pozen explains, "Figure out what matters to each person. Some people really value being praised publicly in front of their peers. Others prefer private acknowledgment from their manager."
It"s also vital to share praise judiciously and make sure all team members feel recognized. As one study on distributed teams found, "selective visibility where some teammates received excessive praise and others very little was corrosive to team cohesion and performance."
Beyond verbal praise, find creative ways to celebrate successes. Send e-gift cards for a coffee break, deliver treats or office supplies to remote workers" homes, or plan virtual parties to toast a big project completion.
Recognition should also be baked into organizational processes. Institute peer-to-peer programs that empower employees to nominate colleagues for awards. Feature a team or individual of the month. Create Slack channels dedicated to kudos and shoutouts.
Technology can be an incredibly powerful tool for bringing distributed translation teams closer together. With members scattered across countries or continents, virtual collaboration platforms create crucial connections. The right tech tools facilitate team bonding, idea exchange, and relationship building even when in-person interactions are limited.
Videoconferencing has become foundational for distributed teams. Solutions like Zoom, Microsoft Teams, and Google Meet enable teams to see each other"s faces and pick up on non-verbal cues that get lost in email or chat. Josh Steimle, contributor to Forbes, notes that "videoconferencing results in increased empathy and connection...It's easier to build trust when you can look someone in the eyes and read their facial expressions." Platforms like Gather provide a more immersive experience by using VR technology to mimic an in-person meeting.
Beyond standard video meetings, creative uses of technology foster team cohesion. Virtual coffee breaks, happy hours, or "watercooler" sessions offer casual social time. Cooking classes, escape rooms, game nights, and other virtual activities let team members have fun together. Apps like Donut randomly pair up distributed colleagues for regular chats to help build relationships.
Collaboration software also unites teams. Shared documents, spreadsheets, and slides in Google Drive, Office 365, or Dropbox enable real-time editing and feedback. Collaborative canvases on Miro or Mural simulate working together at a whiteboard. Chat platforms like Slack or Microsoft Teams make it easy to have both public and private conversations, while also allowing teams to share knowledge across geographies through searchable message history.
Personal touches can be incorporated digitally too. Emojis and GIFs liven up remote conversations. Video "shout-outs" celebrate individual or group achievements. Sending e-cards for birthdays, work anniversaries, or holidays adds a festive spark.
Shared experiences that transcend geography help build rapport. Virtual cooking classes taught by team members allow colleagues to bond while learning about each other"s food culture. Yoga or meditation sessions similarly bring people together through wellness activities.
Some organizations plan virtual global scavenger hunts, sending teams on quests to find local items or landmarks and share photos. Others do virtual volunteering activities like assembling care packages that get mailed to nonprofits around the world. These activities create meaning while reinforcing connections.
In-person gatherings are still valued when possible. Though distributed teams operate remotely day-to-day, periodically organizing in-person events can work wonders for strengthening relationships. Many companies make a point to fly in remote team members for holiday parties or offsite retreats. Others provide co-working stipends for those who want to work on-location for a period.
Video platforms now exist to simulate watercooler culture digitally. HQ uses AI to randomly pair remote colleagues for short chats, while Watercooler by Teambuilding.com brings the office happy hour online with games and quizzes. Recreating those casual interactions virtually helps foster the natural bonding that occurs spontaneously in an office setting.
Some leaders get creative with old-fashioned techniques. Eric Bandholz of Beardbrand sends new hires a handwritten welcome card and company t-shirt so they feel part of the team from day one. Others mail care packages with branded swag to help remote staff feel connected to company culture.
In a distributed team, it"s easy for remote workers to feel disconnected from HQ and colleagues. That"s why small, thoughtful gestures that make people feel valued and part of the group are so meaningful.
A handwritten note, personalized greeting card, or even fun postcard help remote workers feel recognized as individuals. As buffers.com CEO Joel Gascoigne explains about his distributed team, "We have a culture of sending postcards around the world to say thanks to others when they help out."
Care packages with company swag"t-shirts, water bottles, notebooks"reinforce employees" sense of belonging. Tom Haak, an HR expert at the HR Trend Institute, suggests periodically mailing team members gift baskets with food items special to the country each person is based in.
Some leaders opt for fun gifts to lighten the mood. Eric Bandholz of Beardbrand sends new hires a handwritten welcome card and branded beard oil. Other companies mail new remote staff unique welcome boxes with themed items like family recipes or inside jokes related to the hiring manager.
Video shout-out platforms allow leaders to record personalized video messages recognizing employee achievements like work anniversaries, birthdays, or milestones. These short videos add a human touch a simple email can"t replicate.
Scheduling regular remote coffee chats, using platforms like Donut or Remotely, provides meaningful one-on-one time between managers and direct reports. It shows employees their boss makes time just for them.
Leaders sometimes use software like MsgBoom or Boomf to send e-cards that play animated video messages when opened. The surprise adds fun for recipients. E-cards for holidays, birthdays, new hires, or achievements make distributed team members feel special.
Some thought leaders emphasize the power of handwritten notes. Leadership advisor Micah Solomon writes, "There is something about ink hitting paper that connotes a level of care and investment." A handwritten card thanking an employee for a job well done or empathizing during a difficult time makes a lasting impact.
Sharing stories of team and individual successes is a powerful way to build connection and recognition in distributed translation teams. Putting faces and personal details to projects reinforces that there are real people behind the work.
Kat Li, Director of Translation at Acme Inc, makes a point of regularly profiling team members and their accomplishments in the company newsletter. For example, after a major translation project was completed for a key client, she featured the four translators involved in an article titled "Meet the Dream Team Behind Our Johnson Account Success." It gave background on each person and shared photos, quotes about their role, and fun facts about their lives outside work.
Li says the story provided visibility for deserving team members while humanizing Acme"s services for the rest of the organization. "Sharing a glimpse into the lives of our translators reminds the broader company that translations don"t just magically appear on their own. There"s a global team of dedicated professionals working hard to support our clients."
Some leaders use video messages to highlight team wins. After his firm successfully localized a software platform into 15 languages, Mark Davis recorded a video congratulating his translation team by name. He wove in photos and clips showcasing their work. Davis believes putting faces to achievements makes them more tangible and helps connect employees to strategy.
To share success stories, proactively gather employee updates yourself or make it easy for teams to self-report accomplishments. Tools like Kazoo and Culture Amp let employees post real-time recognition, peer appreciation, and kudos. Software like 15Five, Betterworks, and Lattice enable colleagues to share progress on goals in a centralized digital space. Managers can then easily pull this content into company newsletters or town halls.
Remote collaboration expert Anisa Purbasari Horton writes, "Publicizing the work of individual employees gives them a sense of purpose and identity within the company." She emphasizes using storytelling techniques that incorporate emotion and vivid details when sharing successes. For example, "Through many late nights and cross-time-zone coordination, our translation team displayed relentless passion and commitment to excellence to localize MegaProgram into 32 languages and deliver a truly frictionless user experience across the globe."
In an increasingly global and distributed workforce, taking time to learn about team members" cultural backgrounds breeds understanding and connection. While it"s impossible to be an expert on every culture, approaching differences with openness and seeking to understand your colleagues" perspectives will strengthen relationships.
Mark Davis, Head of Global Translation at ACME Corp, makes a point of having team members share cultural tidbits at the start of virtual meetings. "It takes five minutes but really increases empathy and interest across locations," he explains. "We"ve had translators teach us greetings in their native languages, explain popular regional dishes, and share holiday traditions."
Over time, these small glimpses create a mosaic of his team"s diversity. "You gain insight into what shaped people and how that manifests at work in terms of communication norms, work styles, and values. It prevents misunderstandings down the road."
Consulting firm McKinsey & Company has a "Share Your Story" series where employees record videos explaining something interesting about their background. The informal, personal stories give global colleagues a window into each other"s lives that breaks down barriers.
Leaders can also encourage cultural sharing through email newsletters, Slack discussions, or collaboration platforms like Quip and Coda. For example, TerraNomica, an international development nonprofit, created a "Virtual Watercooler" document where remote staff post fun facts about their cities and countries. The cumulative knowledge helps workers be more thoughtful collaborators.
"As our staff learned about the 16 countries their teammates live in, they gained perspective on different communication styles and work routines," explains TerraNomica"s HR Director Chen Wu. "Understanding that Brazilians are more fluid with time or that directness is valued in German culture prevents misconceptions."
While cultural learning is informal at many organizations, some companies have formalized programs. Language service provider Andovar organizes "Culture Days" where employees receive paid time off to immerse themselves in a colleague"s local culture and share photos and reflections afterward.
Some teams pair up remote workers as "culture buddies" who commit to regular conversations teaching each other about their respective countries. Others create Slack groups or newsletters focused on cultural topics ranging from pop culture to social norms. The key is giving employees agency to share as much or as little as they wish.
In a distributed translation team, consistent two-way feedback is essential for growth and alignment. While leaders often focus on giving feedback to employees, making space for upward feedback cultivates trust and helps managers improve.
As leadership consultant Rebecca Zucker notes, "When you, as a manager, open yourself up to feedback, you are modeling vulnerability and transparency." Admitting you don't have all the answers makes employees more likely to be vulnerable with you.
Zucker suggests periodically scheduling "upward feedback sessions" where employees can share constructive suggestions on how you are performing. Come with an open mindset, actively listen without defensiveness, and thank team members for their candor. Follow up afterward on how you plan to act on the feedback.
3600 assessments that gather anonymous peer feedback on managers can also provide valuable insights from employees' perspectives. Leadership coach Lizzie Bennett explains that upward feedback helps leaders "understand the impact of their actions on others. This ultimately enhances their self-awareness and emotional intelligence."
For employees spread across time zones, consider creative ways to gather feedback that don't rely solely on real-time conversation. Tools like Culture Amp and Qualtric's 360 feedback software let employees submit anonymous suggestions to managers at any time.
Townhalls held on video chat platforms can include Q&A features that let remote staff pose questions or feedback easily. Collaborative documents on platforms like Coda allow employees to give transparent input on company performance, strategy, and leadership communication.
The key is demonstrating that employee perspectives truly shape decisions and priorities. As remote work consultant Bob Pozen emphasizes, the worst thing leaders can do after asking for feedback is ignore it.
Pozen advises setting up processes to review and act on input, then closing the loop by sharing takeaways transparently. When employees see their voices shape policies and culture, they will continue speaking up.
A shared sense of purpose and vision is the glue that bonds distributed teams. When employees understand how their individual work ladders up to organizational goals, it provides meaning and unity. Leaders of effective virtual teams take time to co-create an inspirational vision and reinforce strategic alignment.
According to leadership coach John Baldoni, global teams need "a purpose that supersedes geography and time zones." Uniting behind a common mission and objectives helps overcome barriers of distance and culture. Baldoni recommends collaboratively developing a one-page purpose statement outlining the team's reason for being and what you want to achieve collectively.
Revisit this purpose statement frequently in meetings and communications. As Baldoni explains, "By reinforcing the team's purpose at every opportunity, the leader reminds members that they are working interdependently for shared objectives."
Donna Kimmel, Chief People Officer at Multilingual Media, continually reinforces strategic alignment across her 250-person global translation team. She starts every virtual all-hands meeting with an engaging creative activity focused on the company's core values and vision. Kimmel also ensures key messaging is customized locally.
"Because context shapes interpretation, our Poland team might articulate our strategic vision slightly differently than our Mexico team based on what resonates culturally," she explains. "The key is ensuring the high-level goals align."
With so many workplace tools, distributed teams can also lose sight of which ones matter most. Beate Hedal, Head of HR at translation provider Polyglot, institutes quarterly "objective setting" sessions where managers and employees together reflect on priorities.
According to Stephanie Nadi Olson, author of We Are All Remote Now, cadence is key when conveying vision across distributed teams. "Repeating core messages through different mediums over time is what makes them stick," she advises. Whether via email, chat, recorded video, or virtual gatherings, consistently reinforcing strategic alignment unifies teams in mission.