In my experience calling the local sheriff's office in each of your teams area and asking them to do a welfare check has proven to be an effective motivator. It's amazing how quickly they perk up and start sharing their stories with one another. It's proven to not only light a fire under the team and improve response times it also really improves the team's ability to function as a unit. Truly a team building experience.

If a remote team is unresponsive, it’s time to check if we’re working in a “silent mode” culture or if something bigger is at play. First, I’d set clear expectations on response times and communication norms. Then, I’d mix up channels—some people thrive on async updates, while others need quick huddles. Regular check-ins (without overloading calendars) help keep everyone engaged. And if silence persists, I’d dig deeper—are there blockers, time zone issues, or just a need for more cat GIFs in our chats?

Establishing a high level of commitment in delivering positive output whether onsite or remotely is important. Key things worth noting are routine & consistency. You build consistency by creating routines to meet targets using the right tools to drive positive behaviours. 1. Daily Prestart Meeting. What went well /not from yesterday, priorities today & plans tom 2. Create Tools Measures to identify gaps & track progress real time. 3. Let them take ownerhip of their work to encourage sense of pride and belongingness. 4. Listen & set direction. Identify road blockers & what help is reqd 5. No to micromanaging but keep the element of surprise to keep them engaged & alert. 5. Celebrate Small wins. Recognize individual & group efforts.

The first step ensuring the remote team is not left feeling "remote" but is rather demonstrated as an integral part of the wider team. Conscious effort is needed through giving the remote team the business context of the work they are doing & how they fit in. Secondly, physical presence of leaders & key members of the team in the remote office at regular intervals to take stock of work and also share updates from the wider team & organisation. This creates a sense of belonging which goes a long way in establishing a healthy working rapport across boundaries. Finally, it is vital to have an awareness if your remote team is working on multiple other jobs, whether the work load is realistic and peak work on all jobs do not coincide.