Corporate culture must be fostered in the age of remote work, and this will require some additional effort by managers. It might have been different, perhaps easier, when teams were in the same office talking, collaborating, picking up subtle nuances that are often lost over Zoom or a phone call. But what happens when ‘going to work’ means logging on from home and most interactions occur via video, phone or instant messaging? Can managers really build and support a cohesive remote culture?
The short answer is a resounding YES and they simply MUST. Here’s why.
01. Retain your top talent.
Don’t think anyone is immune to the turnover struggle that is affecting most companies…coupled with the intensely competitive hiring market. You need every advantage available and your culture is a key component in employee engagement and retention.
02. Culture needs to be actively nurtured.
Regardless of your team work structure on-site, remote, or a hybrid. Iif you’re not cultivating a great environment, you are at risk to lose the goodwill that you have worked to build amongst your employees. Don’t think culture is ever on auto-pilot, it needs attention and ongoing improvement.
An environment that encourages coaching is naturally more creative and focused on possibilities and opportunities, creating an ethos where people will not fear sharing thoughts or ideas. It’s likely that everyone in your world has hidden resources and abilities…a mentor can help bring these to the fore.
04. You know this but let’s repeat:
it’s a whole new world for employers. Many managers are physically distanced from teams for the first time and management style has a very different complexion now. Communication is critical, as is empowering workers despite not being able to see their development in person.
And here’s how.
TRUST THE TEAM.
Some managers might find it challenging to ‘let go’ and have certainty that the team is focused and productive when they are out of site and often on irregular schedules. But trust is the foundation of any good organizational culture and this is not the time to micromanage, as tempting as that might seem. Limit meetings and progress checks to what is really necessary so you don’t burn out your team or show a lack of confidence.
ELIMINATE PROXIMITY BIAS.
It’s not unusual for managers to unintentionally favor employees that they see in person often. This kind of preference, although not deliberate, can be disastrous to your remote and hybrid team. As an example, working parents are likely struggling with childcare and constant schooling changes. Try to target performance evaluations on qualitative measures that exhibit actual production and throughput rather than quantitative ones like time-at-desk.
CELEBRATE NONTRADITIONAL COLLABORATION.
How many problems have been solved around the proverbial watercooler conversations? Traditional office culture is centered around real-time interactions, but too much instant communication can be a distraction and hinder efficiency and morale. Try to balance with asynchronous teamwork – allow everyone to work towards a common agenda but not necessarily simultaneously. The scattered schedules can be an advantage if you allow brilliance to come to everyone in their own time.
ALWAYS REMAIN ATTENTIVE.
Managers of in-office teams can typically view when individuals are stressed or feeling discontent. With the ‘invisible’ struggles in a WFH culture, you need to be mindful of burnout, low morale, or a disconnect amongst the team. If someone who is typically vocal has become quiet on your past couple of calls, or a top performer is missing deadlines, reach out offline to see if they are engaged or might need another work solution.
REWARD, RECOGNIZE AND RETAIN.
Amongst a myriad of changes in our world, the workplace has proven to be a resilient environment that can accommodate physical separations. Despite erratic schedules, new challenges seemingly every day, and a complicated recruiting cadence…it’s still entirely possible to build a great team that contributes and collaborates consistently and enthusiastically.
Want to show your team some love?
We’re here to help: https://www.hamiltonforbusiness.com/pages/gifting-essentials
