How to build a strong culture with a remote team

The drastic switch to remote work during the last several years has significantly affected how we approach and organize work, both for ourselves and the clients we advise. What once seemed inconceivable — working from anywhere — has become the norm for companies of different sizes and niches. 

When I first joined our company, which helps teams increase their productivity, the early days of the COVID-19 pandemic were just about to thrust much of the world into lockdown. As we transitioned to the remote-first model, the change was challenging, to say the least. 

However, we've managed to maintain a positive culture that has allowed employees to thrive and establish an excellent work-life balance. But the fact is that an awful lot of work goes into supporting remote teams and ensuring they are well-connected. 

Read more: How to spot these 10 hybrid work red flags

Here's what you can do to build a strong remote culture for your advisory and/or the employers you serve, no matter the circumstances.

Tip #1: Focus on the big picture

Assisting remote teams is still, in some respects, uncharted territory — and the burden of finding the most efficient methodologies falls on the backs of HR professionals and advisers. But all efforts to bring employees together are futile unless there's an understanding about the people who are the backbone of the business. This also entails being familiar with the primary revenue sources, values and principles that matter to employees, and their driving force. Once you know the intricacies of the bigger picture, you'll be able to spot how it relates to the individual and what support they require. 

Tip #2: Be self-aware

Knowing weaknesses is another way to overcome professional hurdles. Participating in a positive work culture calls for self-awareness — and, in the end, perhaps you and your interlocutor have arrived at an impasse because you simply prefer to communicate differently. Personally, the gears in my brain turn swiftly, and I sometimes wish slow talkers would get to the point more quickly. Of course, I know that's simply how they verbalize their thoughts and doesn't truly reflect how their mind works. Still, I receive a chuckle or two to this day when they notice my facial expression. 

Tip #3: Prioritize employee well-being

One of the chief concerns with remote work is that it can negatively affect employee well-being. In a positive environment, HR can combat these challenges by developing preventative initiatives and providing resources such as wellness programs or even counseling sessions. Regardless of their location, each employee should know that they do not have to face the challenges of remote work alone. 

Read more: 'Mismatched workers' are derailing your hybrid work plans

Tip #4: Consider the specific circumstances of a remote team

Remote employees work under specific circumstances, which often means that a one-size-fits-all solution isn't suitable. This gives HR advisers the chance to work closely with clients to develop a customizable remote work approach — one which takes into account the needs of the remote employee. What your strategy covers obviously will vary based on the client, but it's always worth considering virtual onboarding procedures and flexible work schedules. 

Tip #5: Build trust and encourage autonomy

I recently saw a report showing a direct correlation between toxic work cultures and high turnover rates. In other words, the outcomes of toxic work cultures are dissatisfied employees and substantial revenue losses. In a healthy work environment, employees have the freedom to organize and carry out their work without fear of being micromanaged. When a person knows you trust them to do a good job, this feeling becomes a powerful internal motivator. 

Tip #6: Promote collaboration and inclusivity

Remote work has allowed businesses to access diverse talent pipelines. Thus, it's up to HR to ensure the company culture embraces all employees and provides seamless social integration. Virtual team building activities are among the easiest ways to connect colleagues from different remote teams and engender open communication. Similarly, virtual coffee breaks can lead to new work friendships and interesting chats. 

Read more: Why isn't the C-suite listening to their workers?

Our company implements something akin to this during the onboarding stage. Whenever we welcome a new employee, we pair them up with a work buddy, usually someone from a different team. The idea is that the two chat a few times a week — not necessarily about work topics — to make joining a new environment less daunting for the new employee. 

Building a remote work culture can be challenging, but highly rewarding. Cultivating a strong remote work culture comes with its own checklist, but none of those items are insurmountable. Rising to the occasion requires effort — yet, by reimagining remote work and building trust, HR professionals and advisers can equip remote workers with the tools they need to flourish. Hopefully, some of the above tips will help you or your clients build a positive work environment that allows teams to achieve their goals and make the most of the remote work experience.