You're aiming to build a strong remote work culture in your IT organization. How can you ensure its success?

You could establish a routine where the team meets for a video conference every Monday to discuss the week’s priorities, while on Thursdays, you hold a brief check-in to review what was accomplished and address any blockers. This regular cadence helps maintain momentum and keeps the team connected. Encourage collaboration by using tools for real-time document sharing, brainstorming, and project management. Create spaces for informal interaction, such as virtual coffee breaks or team-building activities, to strengthen relationships and build trust. Actively ensure that all team members, regardless of time zone or location, have equal opportunities to contribute to discussions and decisions.

A well-chosen tech stack is crucial for smooth remote work. Effective communication tools, reliable project management software, and secure cloud services all contribute to a productive and efficient remote working environment.

Encourage, before scheduling 'regular check-ins,' to invest time in getting to know your team! Spend time on 1:1 meetings and understand their daily routine: focused work am vs. pm, family/ sports schedule, etc. Once you have this, you can pick up the most optimal schedule for the regular meetings, and you will also have insights to facilitate team bonding activities.

In my experience, creating a 'Virtual Water Cooler' can work wonders for remote team cohesion. We set up a dedicated Slack channel where team members could share anything from weekend plans to pet photos. To keep it lively, we introduced themed days like 'Music Monday' or 'Throwback Thursday'. The key was making it optional and fun, not another obligation. We also had a monthly 'Remote Retrospective' where we'd discuss what was working well and what needed tweaking in our remote setup. This ongoing feedback loop helped us continuously improve our remote culture. It wasn't all smooth sailing - we had our fair share of "you're on mute" moments - but it made our team feel more connected despite the distance.

Trust should be validated. The three-strike rule allows you to identify team members who are good with full autonomy and need some support. Some team members might need micromanagement because they are not ready to operate based on 'trust.' It's all part of the team's evolution!

Conduct regular surveys or feedback sessions to gather insights from team members about the remote work experience and identify areas for improvement. Be willing to adjust your approach and policies based on feedback and evolving needs. Building a strong remote work culture takes time and effort, but the rewards in terms of employee satisfaction, productivity, and innovation could be significant.