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These employee pulse surveys give you a peek at what’s working and what needs work. They measure employee sentiments and may clue you into issues you had no idea even existed. Employees can vote on a book to read and meet up every month to discuss it.
Nowadays, work is something more than the place where you go and do stuff only so that you can pay your bills. The work started to be a place, where you socialize, where you meet new friends, and where you do something meaningful for yourself and other people. Think about an area in which your employees should be passionate and give them an area to improve, test, play with their passion and in the end innovate. If you are a tech company – find people, who are passionate about technology. These will be guidelines for your employees, while they take each decision/action on a project/product/human relationship. We frequently talk about how we started and how we got to where we are today–and it really helps.
In a “normal” office environment, the “watercooler” is where all the unofficial, off-topic, unrelated chatter happens. In some places it’s seen as a waste of time, but it’s actually an integral part of employees bonding outside work and creating trust between each other. The topic of communication in a remote team isn’t something that is up to just the CEO or any other single person to decide on. The CEO is responsible for driving the process and initiating conversations, but in general, it’s something that needs to be discussed with the entire team—regularly.
You will have to find ways to engage your remote teams, be it for work or otherwise. And this has to be a deliberate, intentional action to get them to actively participate. You need to enable practices that will allow your remote teams to willingly contribute to building and maintaining the company culture. Extending a strong company culture to a remote work setting might seem daunting at first, but it isn’t.
So don’t be surprised if you notice higher engagement, productivity, and loyalty as a result. Establishing a mentorship program to connect newer employees with seasoned veterans. You’ll help build a sense of belonging and motivate employees to learn new skills and tips from their peers. Recognize one “employee of the month” and write up a brief description about what makes this all-star so valuable to your team. If you do this in advance, you can also ask teammates to write a short blurb or create a video about why they admire them too. 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. Stellar communication skills are the backbone of successful team collaboration. They help teammates speak to each other respectfully and efficiently, so they can accomplish more and reduce confusing back-and-forths.
Quite the opposite—this “offtopic” environment is even more important to have in a remote environment. Most remote teams we know use various chat apps for their internal communication—whether it’s Slack, Fleep, or anything else. Using a variety of formal and informal channels allows leaders to walk the floor, virtually, and check in with team members one-on-one without putting time on their calendars. The right combination of tech tools will give you the flexibility to feel connected at multiple levels without disrupting your team’s workflow. Allowing remote teams the flexibility to communicate in a variety of relaxed and unscheduled ways will promote the regular exchange of ideas, making everyone more productive.
It’s important to keep team members in the loop about how the company’s doing, what its plans are, and any big decisions that might be on the horizon. Nick Francis, Help Scout’s CEO, says he doesn’t remember remote being a conscious decision over a decade ago when they started out, but a survival strategy. Then, consider what your employee’s home country already offers, and how your benefits fit into that. For example, some countries mandate 6+ months of paid parental leave, so an employee in that country won’t consider parental leave a bonus benefit.
We have an anonymous feedback form, and I almost always respond to this feedback–either by making a change or by explaining why I won’t. This helps ensure that I’m not just paying lip service to having a “virtual open door.” Hosting “lunch and learn” sessions, where speakers share their knowledge over a virtual conference while the rest of the team eats their lunch. Give your team your new hire’s Slack handle so they can welcome them, talk about these icebreakers, and get to know each other.
The big ‘why’, the “mission” or the “purpose” is essential to your company culture. You have to figure out why the company is doing what they’re doing. Building a great company culture today has become a bit more difficult. I also lead our New Hire Orientation each week, to set expectations for new team members that they can talk to me at any time. When your remote workforce is driven by your values and mission, they’ll have a clear purpose and expectations to motivate them.
You can assign a weekly or monthly prompt and schedule video meetings with small groups of people across departments to share their stories. When employees aren’t together in the same office, communication is often more purpose-based. “Don’t underestimate what’s overheard or observed by simply being in the same place,” Chait said. Again by creating a safe space and open channels of communication, feedback can be far less confrontational.
It’s also one of those things today that helps your people stick to one organization (doesn’t matter if it is spread around different time zones or not). They are becoming truly global and organizations are becoming more and more decentralized. The same young people want to have more flexibility and have an impact on everything that they’re doing.
This can cause problems too especially for a manager who needs communication. But with systems put in place, such as recognized working and availability times, you can work around these issues. If you want to gina the benefits of having a happy staff group, then you need to take into account that flexibility is one of the major reasons people choose to work remotely.
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. Work culture is influential because it has a massive impact on productivity, employee mood, and even the way that outsiders perceive the business.
Over 3 million monthly visitors browse our listings, and your new hire could be one of them. 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 .
These allow employees to discuss things they might not feel comfortable sharing with the whole group. Organizations that offer plenty of one-on-one meetings get a more in-depth insight into their employees’ wellbeing. GitLab is among the largest remote-first companies in the world, with more than 1,300 team members in 65+ countries worldwide. GitLab empowers its people to work and live where they’re most fulfilled.
There are a number of reasons why I’m passionate about remote work, but the most important reason is talent. What’s most exciting to me in life is working with people who are a lot better than me and who force me to learn at a high rate. I can’t get enough of it, which is why I’m so fiercely committed to this way of working. Based on a large amount of research from Gallup involving 80,000 managers, they came up with a set of questions and areas to help you interview or conduct a simple feedback session.
Stay in touch on macro- and micro-levels by creating chat channels for the whole company as well as for each team and affinity group. These channels can be used for everything from work to casual interactions, shoutouts, announcements and company updates. COVID-19 has turned team management upside-down, forcing managers of every stripe to reinvent team culture via videoconference and messaging apps. For the extroverted hands-on manager, this new virtual milieu lacks physicality and personal touch. Gone are the handshakes and high-fives that once motivated team performance. Bi-weekly Fridays coke – organize an online conference call on Friday, grab a coke and simply talk about the stuff that might be interesting for your colleagues from the team.
At my company, Peak Support, we have Skype channels for each team, the whole company, and affinity groups like yogis and video game enthusiasts. We use these channels to communicate about work–and to check in, say good morning, and share emojis and gifs. We also use carrot.io to share shout-outs to team members, birthday announcements, and company news. These eight ideas for how to build a strong culture with a remote team help get leadership on the same page and spread your ideals to the rest of your team.
Open channels of communication mean exactly that, a channel flows both ways. One of the best ways of creating a culture in remote teams is to show that you are listening. It is foolish to believe that a company and team culture builds itself. Even if it happens organically you still how to build culture in a remote team have to put in the effort to create the right environment and conditions. As a leader, you may not feel the need for interaction to stay motivated, but remote workers often feel isolated. Teleconferencing apps are not enough to provide all the levels of interaction a team needs.
Even with async work, some sync meetings will have to happen — but none of them should be pointless. It’s up to managers and leaders to set the right example with asynchronous communication. They must stay proactive with tool usage, respect calendar boundaries, and regularly meet with their reports to make sure they have everything they need to succeed.
I can only remember one time in seven years that we lost out on someone for not moving fast enough. That’s a risk we’re willing to take in favor of making the right decision. Experienced remote people are well aware that the “remote first” philosophy must be adopted in order for them to be successful. If they don’t see that in your company, they likely won’t take the risk. That’s why a lot of co-located companies underestimate the talent pool. Not only does it help them rationalize their chosen way of working, but by dipping their toe in, they really don’t see the quality candidates that a remote-first company does.
This includes compliance with local labor laws, taxes, visas, benefits, and international payroll. 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?
Ask the people who are self-proclaimed experts on the topic to create the trivia questions and host the event over an online chat. Another option is to designate one person to be your gameshow host with all of your other remote team members joining in via a conference call. You can do traditional game shows, like Jeopardy or Wheel of Fortune, which will take a bit more effort, or you can do something simple like https://globalcloudteam.com/ Charades or Pictionary. There are a number of education resources available that teams can sign up for, such as storytelling, writing, coding and more. The courses could be work related or not, but it provides a chance for people to learn together and share their new skill sets with the team. If your company offers an education stipend, it can be an incentive to take the class without having to front the cost.