Positive company culture is an environment in which individuals feel valued. Such a culture actively supports the development of every employee, giving them opportunities and optimally leveraging their strengths.

In my books, I have always stressed that it is up to the leader to integrate the necessary values into the organizational culture by communicating these values and visions and holding everyone accountable.

In a positive company culture, employees make the free choice to commit to organizational values. 

Building and maintaining an optimal organizational culture is a challenge under normal circumstances. With remote work and teams, it is even more difficult due to the lack of physical proximity and the limitations technology imposes on communication.

Intelligent leadership is about finding opportunities in challenges and using them as stepping stones to success. And there are many opportunities in remote work.

Being a member of a remote team carries significant benefits for employees and company productivity alike. Remote work can:

• Boost employee happiness
• Reduce the number of impromptu absences
• Give companies a chance to cut costs
• Optimize work and eliminate wasted time
• Improve productivity
• Open new talent pools for companies

These benefits far outweigh the challenges that creating a positive remote company culture entails.

How Do You Build a Positive Company Culture with Remote Teams?

The challenges that the leader of a remote team faces are:

• Maintaining/building a positive culture
• Creating meaningful relationships with employees/team members
• Achieving the integration of various departments/teams and their subsections

Setting the Company Culture and Communicating it to Employees

The leader is the main promoter of company culture. The intelligent leader leads by example and thus fosters a positive culture through optimism, honesty, and positive energy.

Making your expectations clear and communicating your company values to the remote workforce consistently should be your top priorities.

Expectations mean little without accountability. You need to find ways to hold your remote employees accountable. Walking the virtual floor is one way to achieve this objective. Say “hi” to your team members in the morning and let them know whether you will be available during the day.

In an online environment, you can communicate your values in many subtle and effective ways. The creativity of your technical team is the only limit in this respect. You can use ad-like slogans and encouragements throughout the interface your employees use for their work.

Remoteness should not prevent meaningful communication. 

Make positive examples out of employees who adhere to your organizational values and talk about them often. Commend them during your annual reviews and mention them to new hires.

Developing Meaningful Relationships with Your Remote Employees

In an online work environment, it is crucial to get to know your team members personally. The key to meaningful relationships with employees is trust, and as the leader, you need to set the tone of the interaction.

Engaging in small talk with your team members about hilarious videos or game scores is not a waste of time. Such interaction can pay huge dividends in terms of rapport, trust, and happiness.

You may be the driver of workplace atmosphere and interaction, but the quality of the experience depends on everyone involved.

Let your reports know that you welcome feedback. Focus on creating a virtual community that offers a sense of belonging.

Acting as the Facilitator of Different Organizational Segments

Getting different segments of your organization on the same page carries generous rewards. On the one hand, you improve the efficiency of your company. On the other, you create valuable bonds “forged in battle.”

The fostering of a positive remote work culture starts with setting clear expectations and holding your reports accountable. Building rapport and meaningful relationships will help you communicate your organizational values more effectively, allowing your employees to “buy-in” and make these values their own.

Contact me if you are interested in my corporate culture services.

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