May 01, 2020 - Career Group Companies
There is a lot of information out there about how to work from home effectively and efficiently, but not too much guidance for leaders on how to build a remote work culture, especially after the sudden shift to working from home. Thanks to Vault Recruiting’s latest webinar, we know how to build a positive remote work culture. Here are a few ways you can ensure your remote work culture is positive during this turbulent time.
Continuously let employees know they are an important part of the company. Help them remember you are all in this together by reminding them you’re working towards a common goal. Additionally, be overly transparent about the company’s financial status and how the business is doing. Also, provide employees with opportunities to ask questions and share their experiences with this massive shift to a remote work culture.
Trust that your employees are doing the best that they can with what they have available to them. When employees are confident that other team members have their best interests in mind, they will be more forthcoming about how they’re doing. Similarly, support managers so they don’t feel overwhelmed – the shift to a remote work culture might add extra stress if they feel the need to keep track of progress and constantly check in. Be supportive, but not overbearing.
Encourage your employees to stay connected with each other. Without the basic conversations often deemed “water cooler talk,” there could be a gaping hole in the lines of communication and integral relationship building. Try to avoid this negative side effect of a remote work culture. Implement ways for people to stay connected by encouraging happy hours, lunch meetings, or themed chat rooms.
Stress is inevitable – whether your company is thriving or not, there is an overarching feeling of uncertainty about what the future holds. Consequently, this is more daunting in an isolated remote work culture. It’s important to acknowledge the stress and provide avenues of support. Implementing counseling, coaching sessions, Headspace memberships, or other forms of support will make your employees feel appreciated and cared for.
Building rapport early in the process will ensure a mutual fit and an accurate representation of your company culture as it translates to a remote culture. Put in the extra leg work to get everybody on the same page in the interview process, create questions/feedback, and include frequent debriefing. If your team has concerns about virtually interviewing, stage mock interviews to get them more comfortable with this form of communication. If hiring managers are more apprehensive about bringing someone on remote, prioritize thorough reference checks. Once they are brought on, make sure the new employee feels included and part of the bigger picture.
Fostering a virtual environment of inclusivity and positivity is integral to weathering this storm. Encourage communication, provide support, and stay motivated. We’ll get through this!