The return to the office has proven controversial in recent weeks, but there are still millions of people working remotely, whether it’s permanently or for the time being as companies figure out their next steps.

And while there are benefits to working remotely (saving time and money without a commute is a big one), it’s undeniable that it leaves something wanting when it comes to peer communication. We’re hard-wired to connect with others in-person, reading body language and shooting the breeze in real life, not over a screen. And this video call-heavy year is taking a toll. Stanford University recently found that one in seven women and one in 20 men say they feel “very” or even “extremely” fatigued after Zoom calls.

Research has shown that people have long valued connection with their colleagues, and that’s taken on new significance this year. A study from Ernst & Young found that nearly 40% of employees feel the greatest sense of belonging at work when their colleagues simply check in with them, on both professional and personal levels.

For those still working remotely and feeling the long-term effects of video calls, here are six ways to change things up.

1. Schedule time for non-work talk. Don’t schedule meetings solely for the purpose of team status updates (they have their place, but they can be stressful) or when something is wrong that needs to be addressed. Schedule regular time for non-work conversations and ask questions like a new interest your staff is pursuing or fun plans they have, and invite sharing of opinions. Build it into the workday (since there’s often significant video call fatigue by 5 p.m.) and encourage people to listen actively, which builds trust. That means no working or texting on the side.

2. Consider smaller groups. Department-wide meetings are important but can be cumbersome, especially if they’re more casual. Extroverts and those who have pre-established relationships tend to dominate the discussion while the rest often stay on mute and just observe. Ask team members to form smaller groups of maybe three or four people, and encourage mixing so they can meet new colleagues.

3. Encourage book or viewing clubs. Suggest to team members that they create virtual book or movie/TV viewing clubs. It’s a fun way to foster discussion and collegiality among employees, and to deepen and solidify trust as they share common interests and opinions.

4. Invite gratitude-sharing. It’s easy to get caught up in the monotony of daily routines and fall into apathy and isolation. To counter that, ask everyone on the meeting to share recent wins (whether professional or personal) and what they’re grateful for. Reflection on the positive things and what’s going right will lift spirits, foster solidarity and build trust.

5. Organize lunch-and-learns. Identify ongoing training wants and needs and host virtual skill swaps among co-workers, like tips on using Microsoft Excel and best graphic design practices, as well as softer skills like time management and dealing with demanding clients. This can also lead to one-on-one mentorships between seasoned employees and new hires.

6. Practice emotional intelligence. Managers should keep their ears open for clues that certain individuals need a one-on-one check-in. While it’s important to respect privacy and personal preferences, asking about how they’re coping and showing genuine concern for their well-being can go a long way toward building trust and deepening job satisfaction.