How Do You Maintain Company Culture in a Remote Work Environment?
In the age of remote work, HR Managers are at the forefront of preserving and nurturing company culture from a distance. An HR Manager emphasizes the importance of capitalizing on in-person team building, while we also explore additional answers, including a virtual mentorship program, to understand the full spectrum of strategies employed. From fostering online recognition to simulating water-cooler conversations in a digital space, here’s how industry professionals are tackling this modern challenge.
- Capitalize on In-Person Team Building
- Foster Culture with Online Recognition
- Organize Virtual Social Events
- Hold Regular All-Hands Meetings
- Create a Monthly Culture Newsletter
- Simulate Water-Cooler Conversations Online
- Implement a Virtual Mentorship Program
Capitalize on In-Person Team Building
Our library’s IT department is remote much of the time. They come into the office on Thursdays. Because so much of their work is remote, we try to take advantage of the day they are in the office. They go to lunch together on that day and try to capitalize on in-person team building.
The rest of the time, IT does a nice job of having regular virtual check-ins, using collaborative tools like Slack and Microsoft Teams, and creating solid onboarding and training to help align employees with the library’s mission and vision. Their leadership also has a virtual and in-person open-door policy for employees to create and maintain trust.
Michelle Forstrom
HR Manager, BYU Library
Foster Culture with Online Recognition
We’ve used technology to support our culture of appreciation and recognition through specific online spaces. We use Slack (or Microsoft Teams), which allows for personal shout-outs and peer acknowledgements.
It also reinforces our cultural values, as everyone participates, and the sense of an ‘us’ is maintained, even at a distance. Our ‘Kudos’ channel, for instance, where team members name and celebrate each other with low-power accolades, operates a virtual award ceremony to honor employee milestones and achievements formally and offers on-demand bonus hours to recognize exceptional performance, to name but a few.
By recognizing efforts and taking the time to talk, you keep your employees embraced by the company even if they are not at a plant in person. People feel more valued, engaged, and connected to each other and their work. That’s what kept our culture alive and made it stronger during the shutdown.
Sunaree Komolchomalee
Head of Human Resources, Cupid Digital PR Agency
Organize Virtual Social Events
To preserve a strong company culture in a setting where team members are dispersed, HR managers should prioritize the organization of virtual social events and team building exercises. This approach helps bridge the physical gap by fostering a sense of belonging and community. Activities could include online game nights, virtual coffee breaks or remote talent shows.
Each event is an opportunity to reinforce the company’s values and celebrate the team’s diversity. This encourages employees to engage with one another beyond work-related tasks. Make plans to host your next virtual gathering and strengthen your team’s bond.
Hold Regular All-Hands Meetings
HR managers can maintain the essence of the company’s culture by setting up regular all-hands meetings. These meetings are a platform for everyone to come together, thus keeping the team aligned with the company’s vision and ongoing projects. The HR manager can use this time to highlight individual and team successes, reinforcing a culture of recognition and appreciation.
It is also an ideal opportunity to communicate important updates and foster transparency within the organization. Organizing these meetings consistently will keep everyone on the same page and uphold the collective spirit of the company. Initiate a scheduling of regular all-hands meetings to keep your company’s culture thriving.
Create a Monthly Culture Newsletter
Dissemination of a monthly culture-focused newsletter is another tool HR managers can employ to reinforce company culture among remote staff. The newsletter can feature interactive content such as quizzes, employee stories, and spotlights on how team members are embodying company values in their work. It serves as a constant reminder of the company’s ethos and keeps employees engaged and informed about the cultural pulse of the organization.
Interactive elements can prompt employees to actively participate and contribute, making the culture feel more tangible. Start crafting your monthly newsletter to keep your team connected to your company’s core values.
Simulate Water-Cooler Conversations Online
An HR manager can leverage communication tools to simulate the ‘water-cooler’ effect that is often missing in remote work environments. Casual conversations that would typically happen spontaneously in an office can be encouraged through dedicated chat channels for non-work-related discussions. These spaces allow team members to share personal updates, interests, or fun content, which helps in building relationships.
The interactions in these channels can foster a sense of camaraderie and informal communication, essential components of a strong workplace culture. Encourage your employees to join and participate in the casual chat channels.
Implement a Virtual Mentorship Program
It is essential for HR managers to recognize the role of mentorship in sustaining company culture, even when the workforce is remote. A virtual mentorship program pairs less experienced employees with seasoned professionals to foster knowledge sharing and rapport building. This initiative not only supports professional growth but also strengthens inter-employee bonds and upholds the company’s commitment to development and teamwork.
Mentorship programs allow more experienced employees to pass on the cultural values of the company to newer employees, ensuring continuity and cohesion. Consider implementing a virtual mentorship program to enhance the cultural fabric of your organization.
Submit Your Answer
Would you like to submit an alternate answer to the question, “HR Managers, how have you approached the challenge of maintaining company culture in a remote work environment?”