How do you foster a strong remote culture and engagement?

Don't forget to have fun. I think that's what limits the growth of culture at time and no that doesn't mean the first 5 minutes of every Zoom call needs to talk about the weather. But taking the time to crack a joke in the Teams chat or compliment a team member goes so far. My teams have enjoyed the shoutouts on larger channels and other words of affirmation at times. It's also worth it for leadership to share their vision consistently. We get the chance to see the leadership priorities (at an account level) almost every 3 weeks and I believe it changes the game for our team members.

Your remote work policy shouldn't be incongruent with your in practices and procedure -- your REAL company culture -- not a boilerplate version. No one benefits if it is a policy and no one follows it. Or even worse you create a "them vs. us" policy. As a strategic People Leader, the best "policy" was the intentionality of planning and being true to the culture of the organization. Ask these questions: 1) Is this policy a reaction to your workforce or truly a cultural philosophy? 2) Was data collected from your workforce beforehand? 3) Is it an equitable policy? Don't wait to gather feedback AFTER the policy has been created and rolled out. What's that saying????...Measure twice, cut once! That saying rings true for a reason. j/s

To foster remote culture that's strong and pure, Define your values, mission, make it sure. Open communications, virtual chats, be inclusive too, Celebrate wins, connect in ways that are true. Flexibility, growth, feedback, wellness to allure. ?????????????

Having a virtual coffee/water cooler chat once a week with a no shop talk rule. I looked forward to our weekly virtual get-together. For 30 mins one day a week we just enjoyed talking together. The laughs and jokes came naturally.

I care more about someone getting their job done well than about where or when they do it. We have general working hours and communication guidelines, but if people are performing well and hitting their goals, they should get the flexibility they deserve. Need to watch your kid's soccer game, bring your dog to the vet or take time to recharge? Go for it. I trust my team to manage their time responsibly. Why? It's pretty simple. Happy people do better work. When people aren't stressed about missing family time or other important stuff in their lives, they can focus better and bring more creativity to the job. It's a win-win. They get to live a balanced life, and we get a team that's firing on all cylinders.

Fostering remote culture needs effective tools. Use video interviews and collaboration platforms for seamless communication. Embrace HR tech for recruitment and engagement to create a connected and thriving remote work environment. ?????????????

Success as a remote worker requires a lot of the same things as a successful in-house employee demonstrates. But, here are a few things you should really screen for in the selection process: - Are they tech savvy? The reality of a home office means you're the primary IT/Network person. Not everything can be done via remote access. They don't need to be an expert, but if they are comfortable resetting their router, checking the cords, and figuring out their docking station connections - they're going to be more productive in the long run. - Do you have clear activity and result expectations for them? Can you track those? If not, you're setting yourself up to wonder what they're doing and if you're getting what you're paying for.

Provide the necessary tools and technology for efficient remote work. This includes collaboration tools, project management software, and secure communication platforms.

Employees talk a lot about how much less energy they expend on a daily basis since they no longer have to physically commute to an office as frequently. Take that energy and put it towards finding meaningful time to connect virtually with your peers and coworkers. Schedule in that virtual watercooler time. Remember when you used to heat up your lunch in the company kitchen, or, ask a peer to grab a coffee with you at the local coffee shop? It's still possible to do this, albeit virtual. Ask someone on your team if you can call them while you're out on a quick mid-day walk, or, if you can have lunch over Teams. This type of communication is important, too!

???? Communication is the lifeline of remote culture. Regular updates, team meetings, and informal chats build trust and connection. Embrace tech and tools for smooth, frequent interactions, ensuring everyone's in the loop. ?????????

This can change based on the team size, function, etc. My current team has ~8 employees and we're all remote. In addition to our 15 minute daily stand ups, we have (1) one longer weekly meeting on Mondays to review OKRs + blockers and (2) an informal weekly wrap on Friday to discuss wins and learnings from the week. We sprinkle in some brainstorming and product/design each month. We also have fun virtual events as well as a #social channel in slack where we share personal updates. And then we meet up every 2-3 months to colocate and be in-person. Like everything, it's crucial to consistently collect feedback on what's working and what can be improved. We make little tweaks all the time to make things more collaborative, efficient and fun.

Establish open and transparent communication channels. Use video calls, messaging platforms, and regular team meetings to keep everyone informed and connected.

Prioritize employee well-being by promoting a healthy work-life balance. Encourage breaks, exercise, and self-care. Consider initiatives like virtual wellness programs.

I've been working from home since 2008, and hiring remote workers as long. There are definite nuances to recruiting and retaining high performing remote workers that are different from hiring for people who are coming into the office. 1. It's often more work, especially when you're getting started, BUT, it opens you up to a much broader talent pool. Giving you access to candidates you aren't going to find in your local market. This is especially true for businesses in rural areas. 2. You have to be intentional about creating a team environment and culture. This means building in time for chit chat, being clear about your values (and demonstrating how the company lives them), and remembering they are people first, then an employee.

It's easy to cancel calls when things get busy. It's easy to send someone a gift card or pizza and move on with your day. Your culture starts from the first interaction you have with a candidate. Ensure the candidate experience is top notch and carries through into the employee experience. Empower them to grow in their roles and ask them how you can help them meet their goals so that they can take the next step in their career (regardless of if that's with you or not).

Foster an inclusive culture where every team member feels valued and included. Encourage diversity and provide opportunities for collaboration across different teams.

You have probably heard that unless you’re the lead dog, the view seldom changes. The problem is, however, not everybody can be the leading man or woman. And it’s better to be a working actor than an out-of-work star; at least you get to be in the play! Besides, most great achievers, if they are honest, will tell you they couldn’t have done it alone; they needed the contributions of each member of the team.

Adopt a fundamental principle for seamless remote team collaboration: encourage everyone to communicate, work, and act as if they were in the same room. Remote work often leads to smaller clusters, hindering a sense of belonging to the entire team. Break down this barrier by assigning tasks based on responsibilities, not geography, fostering collaboration among colleagues at a distance. Introduce games, goals, and challenges that promote teamwork among remote colleagues, and strive to cultivate a robust team culture.

Equipe, distance ? Deux mots incompatibles. J'aurais aimé tant vous faire plaisir. Il faut réellement un vrai contact pour se faire valoir un esprit d'équipe