5 Steps to Adapt Company Culture for Remote Work

Making the transition from what my friend insists on calling “Meatspace” to the digital world is one that many of us have been flung headlong into in 2020. It stands to reason that with the prodigal water cooler gone, many teams are feeling unmoored from the workplace camaraderie that we’re unlikely to regain in the immediate future. If searching your inbox turns up more than the occasional “Per my last email..” missive, maybe these steps, courtesy of the closest thing many of us have to a conference room these days, Zoom, will help. There’s also an on-demand webinar available from the same virtual horse’s mouth.

1. Establish and Align Your Organization’s Core Values – If they’re not already defined, start by writing these down. Make sure your company’s goals and vision align with those values. Even if those things are already stated, consider taking the time to go back over them. These need to be up to date with the culture of your office today.
   
2. Watch Your Culture in Action – You’ve gone through a good deal of effort defining your core values, now just like your business plan they need to be implemented! A great place to start is within, asking employees how they perceive those values are being translated into action. Also, from the outside: Can people point to examples of entities that are practicing some of the values you’ve identified? HelpScout shared their example of trying to do deeper dives on team member status checks – It’s easy for team members to say “I’m fine” – that shouldn’t be the end of it, take the time to learn more about each individual; share life events and photos! If there’s consistent evidence that people agree on what your core values look like, inside and outside the team, then the odds are good that those values are sticking.
   
   
3. Update Leadership Mindset – It’s important to recognize that one characteristic of managing remote employees is that tracking productivity by the hour is no longer possible. Instead of micromanaging, which can damage trust, focus on the bigger picture. When employees feel like they’re in charge of managing their own productivity, the motivation to do well comes from within and success will feel more deserved. It’s equally important to be in close contact, if problems do arise – frequent and personal check-ins can address them quickly and prevent feelings of isolation. If your team is in close contact and simple checkpoints are being met, odds are good your employees feel empowered and tied-in.
   
   
4. Design Your New Workplace – Use your core values to ‘scaffold’ employee interactions in virtual space. Setting a schedule or an online venue for teams to socialize, express themselves, and have a sounding board for work-related ideas is the best way to ensure that communication happens when it’s so easy to feel isolated. Informal one-on-ones can help round out the types of channels people need if you have a large organization. Digital collaboration software company Mural employs their own virtual whiteboard space to host fun, ever changing online activities like taking online quizzes and sharing the results. Be sure to make your core values part of the theme of each event. If those values are represented and everyone feels heard, you must be doing something right.
   
   
5. Set Expectations – If things gel, there will be some manifestations. Employees who are truly connected to their work feel more organically rewarded for going the extra mile and jumps in productivity may present themselves. There might also be a boost of recognition outside your organization as the effects of a positive culture start to shine through. Other telltale signs include smiles and a warmer general vibe! The best thing to do now is keep it going, keep checking in on people, and always be listening for input on how things might need to change or where there’s room to improve!