Changing the structure of a company from an office workplace to one that offers hybrid flexibility or remote work may seem like a smart and economical solution to keep costs down, but it can also have unintended consequences for company culture. To ensure that change is positive, it is important not to overlook the importance of team building. This is especially true when attracting recent graduates entering a full-time work environment or career transitioners who may need additional support when starting a career in a new industry.
Here are 12 tips from Forbes HR Council members to help department leaders ensure their remote workers feel included in the company culture.
Members are pictured from left to right.
Photos provided by individual members.
1. Schedule coffee time with the CEO
We instituted a weekly meeting called “Afternoon Coffee with the CEO.” It’s open to all employees through Teams, and our CEO runs it for 30 minutes. During meetings, we introduce new employees, then ask employees on the phone to shout out to their colleagues if they had a great experience or just wanted to say thank you. Meetings can then discuss anything from sports and concerts to kids and families. so interesting! —Ilyssa DeCasperis, Metrolink
2. Give every employee a voice
Leaders must have a thoughtful way of ensuring meeting etiquette is heard clearly by everyone. Soliciting input from the quietest people is a sign of true leadership, and this idea can be extended in a Zoom setting to elicit more diverse ideas. -Sonali Damle, Innovaccer Inc
3. Lead by example
In remote or hybrid work environments, it is critical for department leaders to lead by example. Simplicity is key when engaging with employees in all regions. Turn on the camera during a meeting, use a messaging platform for a quick and informal greeting, or engage in a virtual or in-person event. Making your presence known strengthens the bond, and employees will follow suit. – Tammy Harper, Tsai
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4. Set expectations around deliverables and company value
While remote work has become an important part of work culture, an organization’s culture is not defined by remote work. Therefore, leaders must consciously manage their remote workforce. Set clear KPIs, evaluate employees against deliverables, establish clear company values and connect with employees on a regular basis. Additionally, organize virtual meetings, virtual networking events, and online fitness events. This has worked very well in my organization during the Covid lockdown. – Awuese Oku, African Development Bank
5. Create opportunities for professional development and recognition
Instead of including remote workers in strategies designed for on-site employees, leaders should strive to foster a culture that works for everyone. Leaders can work with HR to create a program that prioritizes continuous professional development and frequent check-ins, in addition to regularly recognizing employees and fostering a culture of engagement that unifies the department and the organization as a whole. -Jennifer Reimert, Workhuman
6. Create a working atmosphere centered on DEI
Department heads can ensure that remote workers don’t feel excluded by fostering an environment that welcomes a global culture that represents the organization’s remote workers. Organizational leaders set the tone and set the example for the entire workforce, and their commitment to inclusivity should shape company culture so everyone can thrive. – Rick Hamel, Atlas
7. Have a remote worker lead a project
Remote workers need opportunities to take on leadership roles, especially in a hybrid workforce. When remote employees take the lead on projects or presentations, they feel more engaged in the culture because they take pride in achieving their goals and building relationships with their colleagues. This supports a strong company culture. -Niki Jorgensen, Insperity
8. Prioritize one-on-one personal check-ins
Spend focused one-on-one time connecting with direct reports that goes beyond the specifics of work projects. Really get to know your direct reports. Sponsoring events that build social cohesion and relationships for hybrid and remote workers is also important. -Janine Yancey, emtrain
9. Provide flexible and diverse communication platforms
Focus on flexibility. Develop a diverse communications strategy that allows leaders to be transparent about the use of technology that encourages ongoing employee engagement and enhances collaboration. -Thalia Rodriguez, Tase Creative Solutions
10. Prioritize meeting established behavioral expectations
Every leader needs to make “bringing the values on the wall into the hall” a priority. This is best done by modeling expected behavior, which can be done with every interaction with company personnel, whether in person, via video, or via email.I suggest that you always reread or reflect on a communication or action you have taken and ask, “Am I doing what I say?” – Prithvi Singh Shergill, Insects
11. Use collaboration tools for team meetings
Hold all team meetings via collaboration tools like Teams or Zoom, with everyone attending from their desks. This provides an even playing field so remote people don’t feel left out or unable to participate in meetings. We’ve all dialed in to a group meeting and felt like no one saw or heard us. This small step can make a big difference. -Jennifer Dill, Data Innovations LLC
12. Work on improving your remote culture
Committing to building a remote culture is key. After that, do monthly fun team activities together, not just all-hands meetings or updates. Make an effort to strengthen the relationship. Send handwritten notes of thanks and appreciation. Kick off your team meeting with a fun “know you” question. It’s not just one thing that builds culture remotely, but the coordination of many little things. -Melissa Anzman, bettHR
