3 Ways To Build A Strong Remote Team Culture

Create a handbook and set up a list of resources with tips about these issues for your employees. The essential benefit you can offer as a remote-first company is flexibility. Can your employees shape their work around their lives and not the other way around? Before you consider added benefits like learning stipends or co-working allowances, make sure your foundation is rock-solid.

how to build culture in a remote team

Remote-first communication assumes that people won’t be online at the same time. It removes FOMO — the fear of missing out — and allows employees to do their best work and to fully disconnect when they aren’t working. Successful employee onboarding results in role clarity, social integration, knowledge of company culture, and taking ownership of the work. The goal is to make your employees feel rewarded, connected, and like they belong. You’re competing with local and global businesses for the same talent, which means you need to do as well or better than both of them to hire the best of the best.

Chat is awesome, but being able to talk in real time and visually see someone is still pretty important for some issues. Slack calls for quick, ad-hoc one-on-one meetings or Zoom for bigger team meetings make it easy to work in real time. During these chats, it’s always fun to have a five-minute personal checkup just to see what the other person/people are up to. The first thing to realize is that your culture has to be built around more than ping pong tables.

Tools For Building Remote Work Culture

These events should be held throughout the year to promote the values of your company. It should also bring people from various departments and locations together virtually. Remote workers need dedicated channels that allow them to have access to each other whenever they need it. These channels need to provide a place where everyone can talk about work-related issues or having casual conversations about everyday life. For this to work, managers need to ensure they have chosen the correct tools for the job.

These meetings also allow both parties the ability to talk through goals and break down steps in processes. Remote workers report feeling lonely and isolated more often, partly due to a lack of interaction. Planning ongoing virtual team building activities can remedy this disconnect. Part of the allure of working from home is the freedom to work whenever and wherever.

Incorporate Cloud Solutions People Can Access From Any Device

That grants you the opportunity to make improvements to the process as you continue to build your team and culture. Permitting time for communication is crucial for team bonding sessions for remote teams. Setting up social channels for fewer work-related discussions is ideal. Managers need to schedule frequent one-one-ones with every remote employee.

Interested in joining a fully distributed remote team with a culture that supports living your best work life? Loneliness is the second biggest challenge https://globalcloudteam.com/ for employees working remotely. A strong and consistent remote work culture can unite employees and give them a shared sense of purpose.

This rise in productivity is tied to eliminating commute along with several other obstacles and distractions. Default digital is essentially considered remote-first with teams being fully supported to work from anywhere. If you too have been in the remote-friendly realm for some time already, you’re probably considering different strategies to optimize your culture to better suit the demands of remote-first work. The Lead Time newsletter delivers high quality content designed to help you build highly effective teams.

Create An Internal Communication Guide

And video is undoubtedly one of the best presentation tools you can use. It’s easily accessible, available on-demand, and can save time and overhead from having multiple trainers on staff. There are also over a dozen video editing programs that can help you finalize and polish your video with just a few clicks. Product training is another critical component of employee onboarding. In fact, it also falls into the scope of employee re-boarding, the process of re-educating staff on products and processes to keep them knowledgeable at all times. As you onboard new team members, ask them to record a quick loom video or post a video message on your team slack channel.

how to build culture in a remote team

Give special recognition to a team member who handled a situation with integrity. Your positive feedback will reinforce your values in your team’s performance. Take advantage of the honest feedback you get from stay/exit interviews so you can identify potential issues affecting engagement across your company. There are lots of different messages within any organization, and that’s especially true in a remote setting. Because of that, it is important to use the appropriate channel for each type of message.

Most remote workers and teams struggle to stay motivated and collaborate with other team members in different time zones which makes coping with these challenges is no easy feat. These videos tell the story of each team member’s day-to-day life with that added social media feel to them. While you can’t force staff to record these types of videos, giving them the option helps.

Make A List Of Questions About The Things You Want To Measure In Your Remote Work Strategy

For example, people who work from home can have trouble setting limits on their workday and learning goals, which can lead to burnout and disengagement over time. They can also have trouble prioritizing learning and development because they don’t have the cultural reinforcement from their teammates. Booking virtual team building events gives employees the chance for face-to-face time with coworkers, allowing opportunities to bond and socialize online outside of working hours. Ultimately, team-building activities and live company events build a foundation for healthy and productive communication between teams which later reflects on productive collaboration. Teams trying to collaborate remotely without a clear consensus on where the communication is taking place risk a ton of misalignment, delays, missed deadlines, and overall productivity drops. So, remote-first culture success highly relies on centralized communication channels.

  • Last but not least, it is very important that you distribute your remote work model across all your organization.
  • This way, you’re able to proactively clear paths and encourage feedback when your direct report needs assistance.
  • In-person experiences or physical gifts can dispel the fear of missing out on the perks of a more traditional office setting.
  • Your co-workers may not be physically present, but reacting to discussions and ideas through visual meetings creates a warmer, more collaborative atmosphere for employees.
  • In a remote team, there aren’t any silly rules about having your butts in a seat during certain hours of the day.
  • Asynchronous work requires high levels of trust across the team, and we know that trust building starts on day one.
  • Because there is an implicit trust in your teammates and because there is no other way to measure results in a remote team, the team inherently evaluates each other on what was completed that week.

These opportunities can be built into the software you use in the form of daily status updates or can be incorporated into your weekly meetings. Just as an expectation for communication is critical, so is knowing who owns which stage of a project or which portion of a deliverable. Additionally, setting expectations for how team members work together to accomplish a goal is best when set ahead of time.

To keep momentum, set a schedule for events, for instance, on a monthly basis. Stoke day-to-day team building channels too, for instance, by posting a challenge or icebreaker question on team chats when channels go quiet. However, remote team building does not always need to take the form of an online event. By launching ongoing, informal team building activities, you enable your team to build rapport as their leisure and schedules allow.

For example, TeamBuilding asks employees to respond to Slack comments with emojis when possible to avoid cluttering the stream, and to tag appropriate colleagues with direct mentions. We’ll email you 1-3 times per week—and never share your information. By doing this, team members feel more like there is a local presence in their hometown. Any time someone on the team wants to do something like this in their city, we’re happy to sponsor. I imagine as the team grows even more we’ll be fortunate to help foster many local communities around the globe.

To create a strong remote work culture, first model good behaviors as a manager. Regularly check in with your team, and encourage employees to bond and interact. Also, trust your teammates and nurture an atmosphere of accountability instead of micromanagement. Hosting regular virtual team building activities is another way to build and maintain a connected culture. Public channels in Pumble and similar team chat apps let companies categorize different types of team communication, enabling a diverse pool of topics and interests teammates can connect over.

“A sense of belonging and the ability to build relationships and connect and build trust,” said Helen Kupp. Because of this, it is crucial to build a corporate culture based on trust, good communication, and employee wellbeing. Many people who hadn’t been exposed to remote work before have been pleasantly surprised by the whole virtual experience. Managers should take care of these issues if they truly want to manage a remote team successfully. Last but not least, it is very important that you distribute your remote work model across all your organization.

Learn and respect the individual communication preferences of your teammates. Sixty team-building questions to help you foster alignment, strengthen connections, and build trust. Without having everyone in the same office, it can be more difficult to build personal connections. Despite best efforts, keeping everyone in the loop will present quite a challenge. Be deliberate and clear on expectations so employees—both remote and in-house—know how, where, and when communication occurs.

Why A Hybrid Model Needs A Remote

Some telltale signs of stress and burnout in employees are when they consistently miss deadlines or isolate themselves and avoid interactions. Therapy is now widely available virtually through telehealth providers, so you could also offer free or discounted professional help to employees you’re concerned about. Another essential element is to ensure your employees have a clear understanding of expectations and work policies.

The intro video can include a fun fact, their favorite hobby, a tour of their home office, or even their favorite pet. Using intro videos you can help the team get to know the new hire, and connect with them on a deeper level. Ultimately, this is a great way to boost engagement in your team and showcase the personalities of every team member. One of the most exciting and inclusive videos you can create is a simple welcome video.

How To Determine If A Remote Employee Is A Good Culture Fit?

Since remote teams are usually far from each other, developing culture can be challenging for most companies. However, when a company manages to live up to the core aliens, the culture will shape employees into advocates, improve their wellbeing, and ensure the company retains some of the best talents around. With the pandemic change in the way businesses are operating, having a process in place to develop a remote team culture is critical more so than ever. A remote-first work structure can take a toll on employee mental health. According to Buffer’s report, The 2021 State of Remote Work, loneliness is one of the most common challenges remote workers experience.

Team members should be in regular contact with each other, so be sure to set weekly, monthly, quarterly, semi-annual, and annual traditions to bond the group. When employees are engaged, they how to build culture in a remote team are more productive and miss fewer days at work, Gallup’s State of the Global Workplace shows. Organizations with great work cultures have an easier time recruiting and retaining top talent.

The team has been remote from day one and now counts 68 people across 25 countries. Flexibility, async, and transparency are deeply built into the way things get done in Doist. Remote-first onboarding means you can scale a curated, positive employee experience from day one. For remote-first companies, you need to intentionally curate the new hire experience. If you just leave them to it, they might feel lonely and disconnected.

Also, if you use more than one platform, it is important to distinguish a primary channel so employees know where to focus attention or search for answers. Gather everyone into your virtual conference using your existing meeting tool (eg. Zoom or Skype). Of course, it can be costly and challenging to frequently organize live company gatherings and keep the informal conversation going. Companies adopting a remote-first approach can notice significant reductions in general operational costs. Culture 4 communication styles & tips for communicating with each style Strengths and weaknesses of the four styles of communication Read More…

For instance, I have time blocked off every morning to get my kids to school; another teammate has a daily workout carved out; and another reserves time to have lunch with his wife twice a week. I know other companies that make it the norm to let the team know via chat when you’ll be offline and why, whether you’re taking a sick dog to the vet or headed out one afternoon to check out a house. Consider whether every meeting you schedule is truly necessary, or if you could shift some of them to email or chat to give your teammates a little more space during the day.

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