Clear processes also help avoid unnecessary duplication, while also promoting a stronger collaborative atmosphere and team relationship. Always ensure every single meeting is available to everyone on platforms like Zoom, Google Hangouts, or Skype. 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. Video conferencing requires some work at the outset, and it’s well worth the investment to have the right technology.
It helps your teams build professional relationships that are based on trust and mutual understanding. All-hands meetings and team check-ins may not be all fun and games, but they still give your employees a sense of inclusion in the bigger picture of your organization’s direction. Knowing these dates in advance can also keep them motivated toward finishing projects or hitting milestones to share with the larger team. Even though we’ve been remote at Float since 2012, our team culture continues to evolve and be driven by our people, processes, and values. In 2020, we met virtually and created a video of our home cities to share with each other. I won’t pretend that we haven’t missed being able to get together in person during the pandemic, but we will add the meetup back into the calendar as soon as it feels right.
Companies that value their employees want them to succeed and become the best versions of themselves. So your company culture should provide access to professional and personal development. As remote teams get more popular, I expect we’ll hear more about the cultures in remote teams and how they develop differently from co-located teams. With co-located teams, it’s easy to ignore culture building with the expectation that it will naturally happen. In 99% of situations , this is simply not true, but by the time a co-located team realizes it, it might be too late to repair their culture.
One such case is the push for businesses to adapt to remote work. To build support networks and connect with coworkers, managers need to be deliberate with team touch points. They key is to create frequent opportunities for vulnerability and cater to every individual’s needs.
This task takes top priority whether you’re new to remote work (thanks to COVID-19) or you’ve been operating in the virtual space for a while. We’ll email you 1-3 times per week—and never share your information. Sign up to get the latest Lucidchart updates and tips delivered to your inbox once a month. And with that growth comes unrestricted work environments and cloud solutions that enable work to happen outside the workplace. Reach HR professionals through cost-effective marketing opportunities to deliver your message, position yourself as a thought leader, and introduce new products, techniques and strategies to the market.
How Do I Connect To Remote Employees?
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. We do this by sharing weekly updates on our internal blog every Friday—I bet you can imagine how it would feel to be the only one with nothing to show. That feeling creates a desire to finish something important each week. The service makes it really easy to give perks to your employees.
We mentioned the importance of choosing tools that work with your remote culture. If employees are not engaging with the tools you provide it could be time to consider changing them. This should go without saying, but in order to build trust, it’s important to make sure your remote employees feel like they belong, no matter their race, gender identity, or sexual orientation. Often, fully remote businesses will rent out office spaces like WeWork offices, where employees can occasionally come together for client meetings or projects that require in-person contact. When your remote workforce is driven by your values and mission, they’ll have a clear purpose and expectations to motivate them. So don’t be surprised if you notice higher engagement, productivity, and loyalty as a result.
- This means you trust that your teammates are getting something done.
- One of the best things about Dialpad is that our employees can use it across different devices.
- According to a GetApp study released in January, the amount of people who work remotely at least once a week has grown by 400 percent over the last 10 years.
- It’s also a smart idea to introduce new employees to the rest of your team.
Creating written policies for your remote employees to follow can proactively answer employee questions and eliminate stress and uncertainty with a newly remote role. Remote work culture is a shared set of norms, attitudes, and ideas that structure how remote work teams operate. This takes the concept of work culture — a collection of shared attitudes, beliefs, and ideas that make up a traditional work environment — and applies it to teams working remotely. We’re passionate about raising the bar when it comes to supporting our team to live their best work life and building a culture that rallies around that idea.
It’s essential to align company values with processes that affect your team. All too often companies leave their values in job descriptions, but fail to lean on them for everyday work. When used correctly, values can inspire remote teammates and create a sense of pride in the company. Buffer’s value of “focus on self-improvement” led them to a four-day workweek and their right to disconnect mentality. GitLab has a set of custom Slack emojis representing each of their core values, so individuals can react when they notice another teammate act with integrity.
In that case, you’ll be simplifying the process of building a remote team culture. Creating Employee Wellness and Mental Health Programs in the Workforce For decades, employers routinely accepted a worker taking time away from work if they were physically ill. As remote work becomes more commonplace, the demand for remote communication channels has fueled an entire digital marketplace of communication apps and tools. While this list does encompass some of the essentials for working remotely, that doesn’t necessarily mean your company needs to finance all items for all employees.
Zapier creates fun watercolor Slack channels where teammates can hang out virtually or bond over dogs and office set-ups. Hubstaff sends a daily question of the day (Pizza vs Taco?) to spark conversations. These points of contact add up over time, reminding teammates that they’re always part of a team.
Do your team members prefer email, instant messaging or video calls? Make sure everyone is aware of each other’s preferences and work together as a team to set norms for how to best communicate with one another. how to build culture in a remote team While many employees might prefer to work virtually, the reality is that not everyone is cut out for working from home. As leaders know, some workers are great at prioritizing tasks and managing their time.
Unfortunately, most virtual team building resources boil down to a list of icebreakers and games. Remote teams need to be deliberate and strategic with their team building. Companies must also take steps to protect their employees, including the most vulnerable workers, who cannot be treated differently than others without their agreement. Once your employees have the resources they need for working remotely, they’ll also need guidelines on expectations during working hours.
Have An Internal Comms Person
Most online communities have a go-to set of GIFs and memes they love. Being able to drop a relevant GIF or meme seconds after a timely Slack comment is one of the more spectacularly amusing things that happen in our little digital office place. Slack, in particular, has a great Giphy integration where you start a message with /giphy followed by your search term and you can insert a relevant GIF.
We also assign more experienced team members as mentors to help with onboarding, which we’ve gotten great feedback about. This also takes time differences into account—instead of calling someone when it’s midnight for them, just send a message and expect them to get to it in the morning. It’s helpful to be aware of time zones and to know when official holidays take place in different countries. The aim is to create an environment where everyone contributes, so you might need to actively ask quieter workers for their input.
But calendars filled with tedious work tasks and countless meetings can be quite draining for remote employees. Give your team a motivational boost by adding fun and collaborative events to a shared events calendar. Looking for communications tools that’ll help you build a strong remote culture? Have conference calls, video meetings, and messaging convos, all from one intuitive app. Signup takes a few minutes, and you’ll be set up with a virtual phone number too. These solutions can be as simple as document and sheets intended for collaborative work or as sophisticated as work management tools that drive innovation across multiple teams.
Incorporate Cloud Solutions People Can Access From Any Device
He has experience working in a range of industries and providing technical support in topics such as business growth, market expansion, and product development. Currently, he is serving as an Expert at Globalization Partner and provides technical advice for its China EOR solutions targeting U.S. Burrell is passionate about family, languages, https://globalcloudteam.com/ traveling, and reading. Company culture is indispensable because it influences how your workers and customers view you – and this determines the level of success and sustainability that your business will achieve. 20 Low-Cost Benefits for Your Employees Options for low-cost employee perks and benefits are limited only by your creativity.
Our workspace is welcoming and honest, our DMs are open, and our team takes care of the rest. Most of us have probably been part of teams that host regular work drinks or lunch, and while those can be great for getting to know each other, they can sometimes feel unnatural (or worse, like a chore 😬). Supporting our team to live their best work life means adopting rituals that fit easily into everyone’s schedule. Connecting needs to be genuine and straightforward, and respectful of each other’s time. For example, we have very few meetings, so when we do connect with each other, it’s often motivated by genuine interest, intention, and care. Yet, despite the setbacks to connect in IRL, our team culture is thriving.
Theres A Lack Of Activity In The Tools Youre Providing
Water cooler Slack chats, where employees can drop in to discuss non-work-related topics whenever they need a break. They can share relevant news and fun facts, ask silly questions, and bond as work friends. Surprise employees with a thank-you note, gift card, care package, etc., to celebrate milestones like birthdays, weddings, new babies, and more.
Research shows working toward a company’s financial targets doesn’t motivate employees. But when employees receive praise and recognition, they’re much more eager to contribute to the company’s purpose and mission. They outline which tools and software should be used when (such as Slack vs. email). These guidelines ensure smooth collaboration and help keep everyone in the loop.
We have Donut integrated with Slack, and every four weeks, it connects us with one other Float team member at random to schedule a 15-minute catch-up. We find that most of the Donut chats go on for way longer than 15 minutes, but, ultimately, it’s the team who is driving this. Everyone needs a break, and if people aren’t taking them, you need to find out why. It could be that they’re swamped by work, or they want to prove how hard they’re working. Or even that they enjoy the work so much that they end up going over their hours without realizing. Teams are more productive when people get on well, have good work-life balance, and are happy and fulfilled in their work.
How To Build A Strong Culture With A Remote Team: 8 Ideas
Regular training can bring together workers from different teams and locations. So don’t underestimate the power of online training in building strong remote working culture. Organize your training well, incorporate avenues for remote teams to work together, and make it as engaging as possible. Your onboarding process needs to reflect your remote team culture. So, include details about your company culture and “work rules” in your job descriptions so that new employees know what to expect, and you’re more likely to attract those who are a good fit.
If they’re difficult to learn and use, or they have frequent glitches, employees will struggle to stay engaged or productive. You could also introduce gamification and incentives to boost engagement. Again, the nice thing about Dialpad is that we don’t just have to call or have video meetings with people. We can send them messages too with the understanding that they’ll get to it when they can.
Internal communication is so critical to the success of your remote culture that you should actually appoint an official person for this role. This employee will act as a steward for company culture and be a champion for remote staff. It needs to be someone who understands the value of remote workers and can communicate this to the high-ups.
Including this aspect in your company culture creates a foundation of trust, mutual respect, and psychological safety for all employees. Keep your company culture dossier in a centralized location where all your employees can access and refer back to it . You’ll also want to discuss it during your virtual onboarding sessions.