How to create company culture within remote work?
Posted: Sat Jan 18, 2025 5:26 am
Many companies are currently challenging the in-person approach and are developing all their activities remotely; everything indicates that this will continue to become more established over time. With this in mind, companies must think about how to work on their corporate culture and how to ensure, in particular, that their employees feel identified with it.
What is remote company culture?
For both types of work, the company culture is based on the company's personality, on those visions and values that it wants to transmit to the outside world and that it expects its employees to strongly ingrain in their way france telegram mobile phone number list of working. However, this concept, within the remote modality, may be more difficult to achieve, although not impossible.
These identifying values, the character of the company and the definition of its culture, are also expressed in the rules imposed on its employees, and, above all, the way in which employees perceive their work. This involves delving into the relationships within the company, how positions are assumed, how customers are treated and even how many hours are worked and why.
Leadership: key to improving remote company culture
It can become more difficult for team leaders and company leaders to “measure” how much their remote employees identify with the company culture. In this context, it becomes a challenge for managers, who must resort to various strategies to strengthen the much-needed company culture.
The vast majority agree that good leadership is a great first step to achieving this. A manager must be able to proactively contribute and encourage the team. In turn, this leadership involves maintaining a structure for how the remote company is run, which includes knowing how to recognize and reward good work, as well as quickly resolve conflict situations, aspects that are very useful when working remotely and when there is no possibility of “seeing each other face to face.”
Employees will respond to this leadership, recognizing it and assuming benefits in this way of working, recognizing themselves as an active part of the company, or, on the contrary, they may feel uncomfortable or dissatisfied, something that leaders must work to solve.
What is remote company culture?
For both types of work, the company culture is based on the company's personality, on those visions and values that it wants to transmit to the outside world and that it expects its employees to strongly ingrain in their way france telegram mobile phone number list of working. However, this concept, within the remote modality, may be more difficult to achieve, although not impossible.
These identifying values, the character of the company and the definition of its culture, are also expressed in the rules imposed on its employees, and, above all, the way in which employees perceive their work. This involves delving into the relationships within the company, how positions are assumed, how customers are treated and even how many hours are worked and why.
Leadership: key to improving remote company culture
It can become more difficult for team leaders and company leaders to “measure” how much their remote employees identify with the company culture. In this context, it becomes a challenge for managers, who must resort to various strategies to strengthen the much-needed company culture.
The vast majority agree that good leadership is a great first step to achieving this. A manager must be able to proactively contribute and encourage the team. In turn, this leadership involves maintaining a structure for how the remote company is run, which includes knowing how to recognize and reward good work, as well as quickly resolve conflict situations, aspects that are very useful when working remotely and when there is no possibility of “seeing each other face to face.”
Employees will respond to this leadership, recognizing it and assuming benefits in this way of working, recognizing themselves as an active part of the company, or, on the contrary, they may feel uncomfortable or dissatisfied, something that leaders must work to solve.