How To Build An Awesome Remote Work Culture

The first step to choose the right tools should be to define the goals and purpose of each of the tools. Generally many remote teams need tools for communication, scheduling, project management, online work sessions, document sharing, code sharing, report sharing, client management systems, etc. Think about the nature of your work and which tools will help teams accomplish their goals and achieve their objectives. Culture building is hard and takes a lot of effort, whether you are in the office or out of it. Instead of looking for the perfect culture tool, focus on what kind of company you want to be.

Whether you’re a work-from-home employee, frequent traveler, or manager in charge of distributed teams, you need the right setup and the right tools to make remote work effective. This guide covers the the dos and don’ts to help you build a successful remote work culture and how to build culture in a remote team.

Why Is Remote Work Culture Important?

how to build culture in a remote team

Tips For Building A Strong Culture With A Remote Team

Once you’ve established that, then you can spend time finding the best remote team tools that fit you. Co-located teams usually only share information when something is positive or extremely important. Even when it happens, it’s in small, private, in-person gatherings.

Prioritize Health And Wellness As Part Of Corporate Culture

Google, which allows employees to work on personal side projects on company time, is an example. However, the downside of remote teams is that they do not have as many synchronous communication options. Consequently, members over-rely on emails and teleconferencing platforms such as Skype, Slack, and Samepage. The risk of this flip is that the time you choose for an update can go way off. And sans audio cues, the intent and underlying sentiment in a message can be misread. It determines how connected and informed teammates are, and in turn, their ability to stay on top of their schedule.

While you can take the time to set up calendar reminders, manage multiple Slack channels, and have a whole separate notebook dedicated to just employee encouragement. But, finding ways to highlight your new and existing teammates doesn’t have to be complicated. Our engagement platform was designed to help you with just that. No matter what way you go about it, finding the ways to encourage your team is the key to maintaining a happy, healthy and productive remote team. You have a rockstar team that is ready to jump in through thick and thin. While many believe that this culture requires face-to-face interaction on a regular cadence, that’s not truly the case.

# 2 Explicitly Communicate The Team Culture Internally And Publicly

Let us head over to the next section to see how revised communication etiquettes impact remote work culture building. Remote work culture how to build culture in a remote team is an incredibly important topic in recent times and rightly so. It is the pivotal factor for the success and longevity of remote teams.

Establish Company Values

how to build culture in a remote team

One Step At A Time

Keep in mind that there is no definitive list of values for remote teams. The goal, instead, is to put conscious thought toward the foundation of your team and its culture. Will the strategies companies have traditionally used to instill culture and engagement work in the digital age? We asked remote work experts to share their insights on company culture for distributed rapid mobile app development teams, how to boost engagement and ways companies can foster culture remotely. In Buffer’s State of Remote Work 2019report, remote workers said their greatest hurdle was loneliness (19%), followed by collaborating or communicating (17%) and staying motivated (8%). These findings indicate issues with teamwork and a lack of cohesive company culture for remote teams.

While doing this with a remote team can be tricky, it doesn’t have to be complicated. Basically, don’t build a remote team just to save a few bucks and fatten the bottom line. Treat your remote team like you would∙-powered-in-germany/ an in-office team, and your company culture will benefit long term. Measuring engagement and happiness is an important part of defining and maintaining culture in a company, and remote teams are no exception.

But remote teams need to be able to share both the good and the bad. Wes Winham, CEO of Woven says there is a certain amount of culture building that happens for free in co-located teams. Culture is created simply by the friction of people being in the same how to build culture in a remote team place. A Slack app for virtual coffee dates, Donut pairs up 2-3 people at random to create a semblance of the office social life for remote employees. The world’s most innovative organizations are the ones that have a culture that supports innovation.

Here are some tools we love that have helped build our culture. We’ve written plenty about creating and building your company culture in general. In this article, let’s dig deeper into practical ways to build and grow a positive company culture with a remote team. For more insight on balancing co-located and remote teams, see Trello’s six commandments of culture between office and remote team members here. Whether it’s outlining policies, taking meeting notes, or writing a blog to share with your team, Confluence is a fantastic internal communication and collaboration tool. It helps teams share ideas, build community, and get work done all in one open and shared workspace, regardless of timezone. Slack is the reigning powerhouse in the chat tools field, and has proven to be an engaging and fun-to-use tool for team communication, especially for remote teams.

That’s why we like the concept of—it allows us to add a human touch to our daily work despite the physical distance between employees. This tool allows the members of a team to publicly thank each other for any kind of task, whether it’s tangible or not. In our chat with Darren from Gitlab, he mentioned that teams need to be intentional in building culture.

how to build culture in a remote team

A co-located office develops its own personality through inside jokes, shared experiences, and a collaborative environment, cloud deployment models such as a meeting room with whiteboards. The easiest way to do this is with your day-to-day toolset.

Using tools like these, companies can encourage interaction and foster a sense of shared culture among remote team members. Before a hiring team can assess whether or not a potential hire is a cultural fit, they first need to invest the time and resources to develop a strong company culture.

Recognize Individual Employees

Casual communication is a cornerstone of team building for remote teams, too. So, provide casual channels (e.g. an actual #random channel on Slack) for less work-focused chatting. Our experience has shown that strong remote culture is possible, and it does not require exotic technology or organizational shake-ups. Digital collaboration is the bread and butter of remote teams, but are face-to-face meetings ever necessary? Our experience is that a remote team with a strong culture can operate in a fast-paced environment for extended periods of time, even years, without face-to-face interaction. Though inexperienced remote teams may believe they can make do with audio and chat alone, the benefits of video calls should not be discounted.

However, the additional challenge of building trusting relationships in remote teams makes transparency even more important. Read more about the steps Acceleration Partners has taken to create culture across remote teams here. That said, while it’s undeniably difficult to create a remote company culture and ensure distributed employees feel that they’re working towards a common goal, it’s certainly not impossible. Choosing the right tools for your remote work is crucial to avoid losing your minds.

How do you lead a virtual team effectively?

Don’t assume that your instructions are clear; have team members summarize the assigned task before taking it on. Make yourself available outside normal business hours. Minimize the use of email; encourage team members to schedule conversations with each other as they collaborate on a project.

Learning how to manage remote teams comes with its trials and errors. But with a few simple tips, you’ll become an expert at incorporating these increasingly common employees into your plan for success. So remember this key for managing remote employees best practices, and you’ll be prepared for the future. If in-office employees don’t know how to reach out to remote ones for help or acknowledge their work, it will only further isolate remote ones. Managing a remote team can be tough, especially in terms of building a sense of community and belonging for your employees.

What is your name team building?

Team Building Activity #22: What’s My Name? For this game, you’ll get team members to write on a name tag the name of a person. This person can be anyone that is famous, a celebrity, a wealthy person, a homeless, a disabled person, etc.

This includes initiatives to ensure that team members interact with each other also outside of work-related conversations. To ensure such conversations actually happen, they encourage people to have chats about life in general and about work, during work time. I can’t really state enough how important Application Performance Management employees are to your company culture. Staff members who don’t share your beliefs or values and who don’t “buy into” what you’re trying to achieve will – almost certainly – have a negative impact on your culture. Embracing transparency is something all businesses today should be trying to do.

Datto built a strong cultural foundation before the majority of the company began working remotely in March, which has made for a seamless transition. We’ve embraced one of our core values — transparency — by keeping two-way communication channels open between executives and employees. It can be hard doing your day to day work, managing projects, getting on and off phone calls to find the time to highlight your team’s accomplishments, no matter how big or small.

Instead, video should be encouraged for both team meetings and one-on-one communication. Seeing the facial reactions of team members can add emphasis and emotion to conversations. It also helps ensure that members of a meeting are all focused, contributing, and active participants in the culture you have built.