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Building and managing a remote culture

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The landscape of work has changed dramatically over the past few years. With the rise of remote work, companies are faced with the challenge of maintaining and even enhancing their company culture in a virtual environment. A strong company culture can improve employee engagement, productivity, and overall satisfaction. Here are some thoughts on how to best manage company cultures in this new era of remote work.

Define and communicate core values

Start by defining your company’s core values and mission. These should be clear, concise, and communicated regularly to all employees. Ensure that everyone understands what your company stands for, regardless of their physical location. Make these values a central part of your remote work culture.

Fly the flag for open and transparent communication

Effective communication is the nucleus of a thriving remote work culture. Encourage open and transparent communication by using tools like video conferencing, chat platforms, and project management software. Regular team meetings and one-on-one check-ins can help bridge the gap created by physical distance.

Prioritise Employee Well-being

Remote work can blur the lines between work and personal life, potentially leading to burnout. Encourage employees to establish boundaries and take regular breaks. Offer wellness programs and resources to support their physical and mental health.

Promote Inclusivity and Diversity
Ensure that your remote work culture is inclusive and diverse. Encourage diversity of thought and backgrounds, and make sure that everyone feels heard and valued. Pending your customer size, you can consider diversity training programs and inclusive hiring practices.

Embrace flexible schedules
One of the perks of remote work is flexibility. Trust your employees to manage their own schedules. This flexibility can lead to increased job satisfaction and productivity. Encourage a results-oriented approach rather than a strict focus on hours worked.

Create virtual social opportunities
In-office interactions often lead to spontaneous social interactions that build camaraderie. Replicate this online by organising virtual social events, such as team-building activities, game nights, or even virtual coffee breaks. These informal interactions can help strengthen team bonds.

Set clear expectations
Clearly define expectations for remote work, including deadlines, goals, and performance metrics. This clarity helps employees understand what is expected of them and reduces ambiguity.

Recognise and reward achievements

Remote work should not hinder your ability to recognize and reward employees for their hard work and achievements. Implement a virtual recognition program that celebrates individual and team accomplishments. Recognizing employees boosts morale and motivation.

Seek feedback and adapt
Lastly, continuously seek feedback from your remote workforce. Use surveys, one-on-one discussions, or anonymous feedback channels to understand their needs and concerns. Be open to adapting your company culture based on this feedback, demonstrating that you value their input.

Some extra learnings from over the years :

  • Promote people for the right reasons : promotions should be rewarded for multiple reasons. Results and performance are the key drivers and other key factors should include their interpersonal skills with the team and wider business, do you believe they are there for the long run and do they represent your company in a way you wish

  • Mean what you say and say what you mean : if you’re about to have a tough discussion with someone, consider who they are, how they may digest your message and consider their progress to date. This will change what you say to them and how you say it.

  • Don’t let standards drop : if someone steps out of line – call them out. This should consider how people act in and outside of the office in person and online.

As remote work becomes increasingly prevalent, nurturing a strong company culture is more important than ever. Test different tactics and be agile, as this new way of working is new for everyone involved, so don’t be afraid to make mistakes.

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