How comfortable would you be sharing views with a total stranger? Even if you're the most outspoken and extroverted person, there'll still be general reluctance between you and the co-worker.īut if your company had a virtual icebreaker policy like a coffee or lunch roulette, you would already be familiar with the co-worker, diffusing any tension or apprehensions, and it allows you both to start effectively collaborating right off the bat. Imagine this: you're attending a meeting with a co-worker whom you've never met-ever-to discuss an upcoming big project. 🏆 The Benefits of a Coffee or Lunch Roulette for Virtual Teams
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We'll discuss both the manual and automated ways of organizing coffee roulette or lunch roulette in more detail later. Moreover, you can also set the frequency of how often your employees should take part in coffee or lunch roulette.
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On the other hand, if you use specialized software services, you simply have to enter your employees into the system, after which an algorithm will automatically match two or more employees for a "random "meetup over the phone or the screen. When you take the manual way, you are responsible for matching employees from the same team or different teams. How does a coffee roulette or lunch roulette work?Ī coffee roulette or lunch roulette can happen either manually or automatically. Think of it as taking a pause to socialize with colleagues over a cup of coffee or lunch, creating a base layer of trust and a feeling of security between the participating individuals. The idea behind holding a virtual coffee roulette is simple: to nurture and foster a collaborative workplace culture. Luckily, there are a few practical ways to tear down these invisible walls between teams and departments, and the one we'll discuss today is coffee roulette or lunch roulette.Ĭoffee roulette or lunch roulette mimics the informal engagement that would regularly happen in a traditional office environment, preventing hybrid or remote staff from feeling isolated from team members and members of other departments.
They end up developing a disengaged mindset, leading to lower productivity levels, more functional silos, and larger inter-departmental knowledge gaps. Unfortunately, with workforces going remote or hybrid, building and nurturing an inclusive work culture is easier said than done.ħ9% of employees feel more isolated since going remote, while another research found 70% of workers were feeling more burnt out and stressed than they did pre-pandemic. It means team members work better together in an inclusive culture, which is only possible when everyone involved is willing to show vulnerability, accept challenges, take risks, and find new ways to innovate as well as work together. Psychological safety is the very foundation of effective and thriving teams, according to a Google study.
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