How can you ensure remote and hybrid employees understand company values and goals?

It's really about your people, whether you are hybrid, home based or office based - PASTORAL focus is just as important - your values are built by your people and should be communicated through their experiences. Invest in time together, remote and hybrid colleagues will miss interactions, engagement and even exposure to opportunity - it's up to Leaders to ensure people are pulled together to keep values and culture honest. Goals are best communicated in face to face settings with colleagues from the similar functions - give a sense of community and belonging and tell a story to bring expectations to life - be transparent about what those goals would achieve for the business and how it can advance the people involved. #TalktoMatt #MattChat

Sharing company values and goals is something that should be shared in the interview process. To make sure that both candidate and company are in alignment. When the workforce is hybrid, making sure that we come back to the core principles regularly as a reminder is helpful too. Start a meeting out with everyone repeating the values. Have your remote employees do a training as a reminder.

Teams need a common goal to strive towards: this ensures everyone is working together as a unit. It’s what makes sports teams so effective; if they all buy into the same goal, they will work harder for not only themselves, but also each other. The same can be said in the workplace - define your team goal, assign everyone a role in achieving it, and create a clear path to make it a reality.

? By Clearly define and communicate the corporate objectives, values, and goals thru diff channels & mediums ? Foster a strong sense of belonging and community, by creating opportunities for virtual & in-person interactions ? Align individual work with overall company objectives thru regular feedback / coaching / mentoring / PMS & encourage Continuous evaluation & improvement ? Develop an open communication and feedback network ? Enabling Technology, infrastructure, tools and resources required for remote & hybrid employees ? Embrace flexible & adaptable culture ? Recognition and Reward(R&R) program for employees

Before on boarding a remote employee be honest and transparent from the out set about your goals plus values - but be prepared to reinforce and repeat throughout what you expect in a professional manner. Always keeping in touch and discussing this with an employee is key, as long as you are clear and aligned then your goals and values will be the same!

Regularly communicate company values and goals through virtual town halls, interactive workshops, and consistent messaging. Utilize technology for engaging content, encourage open dialogue, and integrate these values into remote work practices, fostering a culture that aligns with organizational goals.

It is crucial to consider employees who may not feel comfortable sharing feedback or ideas due to fear of retaliation or negative consequences.

Involving employees in the process is key to ensuring remote and hybrid employees understand company values and goals. Foster open communication channels and seek input on company values and goals from all team members. Share my approach: As a recruiter, I facilitated virtual town halls and surveys to involve remote teams in shaping our organizational values and goals. This inclusive approach not only ensured a diverse range of perspectives but also fostered a sense of ownership among employees. By actively involving remote and hybrid teams, companies can create a shared understanding of values and goals, promoting a cohesive and aligned workforce.

In my experience always involve your employees, ask for their ideas through different modes. Doing this together boosts everyone's interest and make sure the company's vision is clear to whole team even if some work from home. When employees help decide, they are more likely to understand and support the company's goal.

-Actively engage your remote and hybrid employees in discussions about company values and goals. Create forums or virtual meetings where they can share their thoughts and insights. -Involve them in setting or revising these values and goals. This inclusion fosters a sense of ownership and deeper understanding. -Encourage employees to share how they implement company values in their work. This can be through storytelling sessions, team meetings, or internal newsletters. -Seek regular feedback on how well the values and goals resonate with them and what could be improved. This can be done through surveys, one-on-one meetings, or informal chats.

One thing I have found helpful is to always acknowledge your employees like a simple shout out in a team meeting. When people feel appreciated, they are motivated to keep working hard. This helps build a positive work environment where everyone feel valued.

Reward and recognition through annual awards can be instrumental in meeting company goals, entice values, and build culture. Allowing your producers to vote for their colleagues for yearly rewards gives everyone an opportunity to have their opinion heard and top performers in multiple disciplines to be rewarded. Some rewards can be based solely on performance. Examples could include; Most Collaborative Recruiter, Top Performing Recruiter, Recruiter of the Year, Positivity King/Queen, Best Candidate Experience etc.

It is essential to consider the points below while deciding on rewards & recognition methods. 1. What about employees who don't share company values but perform well? 2. Have you considered the adverse effects of competition and favouritism for recognition? 3. How do we address concerns of unrecognized hard work?

Acknowledge and reward behaviors that align with company values. Implement virtual recognition programs and awards ceremonies that highlight individuals and teams embodying the organization's core principles. Recognition reinforces the connection between actions, values, and organizational success.

-Implement a recognition program that aligns with your company values and goals. Acknowledge and reward remote and hybrid employees who embody these values in their work. -Use a variety of recognition methods, from public shoutouts in virtual meetings to personalized notes or emails. -Offer tangible rewards that are meaningful and desirable to your employees, such as bonuses, gift cards, extra time off, or professional development opportunities. -Make recognition a regular part of your company culture. Encourage managers and team leaders to consistently acknowledge and celebrate the efforts and achievements of their team members.

Get your team to put aside an hour a week dedicated specifically to L&D. This can be in any form, whether it's an online course, webinar, reading books or articles. This will encourage a growth mindset and a show you as an organisation are committed to developing people at their own pace.

Sending your entire team to a live conference can be the triple threat. With the whole team there you can add in team building events and in-person meetings. This can ensure your remote and hybrid teams understand company values and goals while providing learning and development opportunities and build your culture at the same time.

In my experience when people have opportunities to develop their skills, they become more confident and efficient in their roles. This not only benefits the individuals but also strengthens the overall team creating a positive workplace for everyone so always offer chances to your employees to learn and grow and this could be done through training sessions and online courses.

-Offer a range of learning and development programs that align with your company's values and goals. This can include online courses, webinars, and virtual workshops. -Tailor these opportunities to suit the remote and hybrid work environment, ensuring accessibility and flexibility for all employees. -Encourage employees to pursue skills and knowledge that not only benefit their career growth but also contribute to the company's objectives. -Provide platforms for employees to share what they've learned with their colleagues, fostering a culture of continuous learning and knowledge sharing.

Think about employees who may not have access to these resources due to financial or technological barriers. Strategise about the potential for employees to feel overwhelmed or burnt out by too many learning and development opportunities. Plan in advance to address concerns that some employees may not see the value in pursuing personal and professional goals that align with the company's culture and vision.

In my opinion setting clear expectations and encouraging open communication through regular meetings can foster transparency and build trust

-Foster an environment of open and transparent communication, as this is fundamental in building trust among remote and hybrid teams. -Create opportunities for team members to collaborate on projects, even virtually, to strengthen team dynamics and interpersonal relationships. -Regularly check in with employees, not just about work tasks, but also to offer support and understanding for their individual circumstances. -Implement collaborative tools and platforms that facilitate seamless teamwork and information sharing, making it easier for employees to work together effectively, regardless of their location.

Of course, team-building activities are plentiful. But also think about employees who prefer to work independently and may want to avoid participating in team-building activities.

Building trust in a remote or hybrid environment can be very tricky. One tip is to always go the extra mile to get FaceTime with your team - it’s easy to default to slack and text for comms, but this can lead to feelings of isolation and also is breeding ground for subtext and misunderstandings. Zoom can be fatiguing, so carve out that one special time per week when you commit to being on camera for that face to face time. Also, try setting up laid-back team lunches or non work oriented activities to build trust and keep folks connected.

Keep an eye on your company values and goals regularly. Things change and it's essential to make sure what you stands for and aims to achieve still fits. In this way your team stays focused on what matters most.

Sometimes the simple things are the most important, for example checking in on someone informally to ensure that they are ok. Calling or emailing just to say hi is just as impactful as a more formal strategy. Living the values is more important than having them printed on a wall.

Company values and goals are the compass that guides organizational behavior, shapes its identity, and propels it toward a defined future. Various methods have been taken to make all employees know and understand the company culture, such as regular communication, engaging documentation, training, recognition programs and events.

Feedback Mechanisms Establish channels for ongoing feedback on how company values and goals are communicated and lived. Actively seek input from remote and hybrid teams to understand their perspectives, concerns, and suggestions for improvement.