Not to mention the positive impact a remote work tool can have on employee turnover, onboarding, and retention. Here are answers to commonly asked questions about creating a strong remote work culture. Periodic meetings ensure that employees stay on task and managers stay informed. For more advice on how to carry out individual conferences, check out our article on virtual one on one tips.

• Flexibility, adaptability, agility are some of them; no, they’re not just trendy buzzwords, but rather, your main assets to succeed in the remote workplace.
• Gallup data also show that even without being forced to work virtually, about 60% of employees (virtual or not) cannot fully agree that they know what their company stands for.
• If you’re lucky enough to already be part of a healthy remote work culture, spread the word and help make it possible for others too.
• A remote work culture that values collaboration and connection is one that will be more successful in the long run.
• The friendly competition will keep your colleagues engaged and build culture and camaraderie.

They should be clear enough that your team can use them to guide decisions. If they’re too long or complicated, though, your employees won’t use them for reference. Use those questions to start building a list work from home experience of the most important things to your company. Of those, almost a third – 32% – blame company culture as their reason for leaving. The happier your employees are, the longer they’ll stay with your company.

Open Communication

Those same people might also wonder how to articulate the specific benefits. SnackNation employees have moved their beloved “Crush-It” call to a remote format that actually enhances certain aspects of the event. As employees share their “crush” (a colleague they want to recognize for outstanding work), everyone else can buzz and bond via online chat without interrupting their peers.

Otherwise, it’s safe to wait until normalcy has returned before holding in-person meetups. Apps like Calm or Headspace provide resources for managing stress and promoting mental well-being. These can be valuable additions to an organization’s wellness initiatives. You can never be too clear in communicating the broader path of your company to the people who will help you get there. Keep in mind, Glassdoor’s survey was conducted before the worldwide pandemic which made remote work cool. Gone are the days when “remote work” meant putting in a lot of effort to find the television controller (which was always wedged into the couch cushions).

Remote Work Culture: How To Build a Strong Culture for Remote Workers

Plus, it integrates a lot of other software, making it a great choice for companies that use many different tools. It demonstrates that the business is willing to invest in the development of its staff. As they should, since an employee who feels valued and supported is more likely to exceed expectations and be more committed to the company (TeamStage).

Once or twice a year, they schedule office retreats at offsite locations, combining substantive discussions of shared interest (typically knowledge initiatives) with social gatherings. They also take any opportunity to celebrate promotions and personal milestones. The right remote work culture is a win for your organization even if you eventually ask employees to come back to the office and fully embrace onsite work. Loneliness is the second biggest challenge for employees working remotely. A strong and consistent remote work culture can unite employees and give them a shared sense of purpose.