You might feel a little intimidated if you are new to managing remote teams or if you have just started allowing employees to work remotely.
Your team must work together well and projects are completed on time. Your team members should be happy, productive and a good example of this.
It’s not enough to have a clear employment contract (although that’s also important). You need to create the right work culture as soon as possible in order for your team members to perform at their best.
Why is Work Culture Important?
Different companies have very different work cultures. This is often because they have different business needs.
Some employers create a “results only work environment” (ROWE), where employees are expected to produce specific outputs and not be expected to work set hours. Others require employees clock in at 9 a.m. and clock out at 5 p.m.
Some companies encourage socializing at work, while others frown upon it. Some people are fine with salty language, while others find it unprofessional.
It can make a big difference in the happiness of employees. It is also important because it can have an impact on how productive your team,AP and how well different team members work together.
How to create and develop the right remote work culture
You want your remote work culture to fit well with the office culture. This is especially important if members work remotely only for a short time or if they return to the office after working remotely for a few months. This will ensure consistency and prevent unfairness.
For example, if employees on-site are required to work 9 am to 5 pm, it makes sense for remote employees to also be required to be at their desks during those hours (unless there is a good organizational reason not to), Remote employees may not be customer-facing, but on-site employees can.
It is also important to hold remote employees to the same standards that in-house employees. It’s not appropriate to make a rude joke at the water cooler.
You should ensure that you:
#1: Lead by example
If you want to encourage a friendly, positive attitude, make sure it’s reflected in all your communications with your team, verbally and written.
If you expect your team members to be available during core office hours, you should also ensure that you are at your desk.
#2: Describe What You Expect
Your team members might be new to remote work, AP, or the workforce in general. It is possible that you will need to be explicit about what you expect, without being too patronizing. You could create an “onboarding” document that details your expectations, such as working hours, key communication channels and what to do if you have a problem.
#3: Get to the Root of Problems Early
Don’t assume that an employee is having a bad day or getting little work done. It is important to address issues promptly so that they don’t become a problem that can affect your employees’ morale.
Do not be afraid to have difficult conversations. However, don’t feel that you have to make a big deal about a single mistake.
#4: Establish routines and traditions
It can be difficult for team members to develop the relationships that will naturally occur in the office if they don’t meet often or rarely. You can lead the establishment of daily or weekly routines and regular traditions.
You might ask everyone how their weekend went on Monday morning. Or you might have a team meeting early in the week to see how everyone is doing with their work.