The rise of remote work has brought countless benefits, from increased flexibility to access to a global talent pool. However, one challenge remains: building and maintaining a strong company culture. Without the physical office environment, fostering a sense of belonging, shared values, and community can be tricky. But don’t worry—Future-Forward Freelancers, here’s how to tackle the most common issues remote companies face when it comes to culture-building.
Problem 1: Lack of Face-to-Face Interaction
One of the biggest hurdles in a remote setup is the lack of in-person interactions that naturally occur in an office environment. These spontaneous conversations around the watercooler or during lunch breaks help people connect on a personal level.
Solution: Intentional Virtual Socializing
While you can’t force organic interactions, you can create intentional spaces for team members to engage in casual conversations. Organize virtual coffee breaks, team-building events, or social Slack channels where employees can talk about non-work-related topics like hobbies, weekend plans, or pets.
Pro Tip: Try a tool like Donut, which pairs up team members randomly for casual virtual coffee chats. It’s a great way to build relationships across the team.
Problem 2: Communication Gaps
In remote work, communication can easily become transactional—focused solely on tasks, projects, and deadlines. This lack of ongoing, casual communication leads to employees feeling disconnected from the bigger picture and even from their own team members.
Solution: Structured and Unstructured Communication Channels
To overcome this, establish both formal and informal channels of communication. While tools like Slack and email are great for quick updates, schedule regular video meetings where everyone can connect face-to-face. This includes weekly team huddles, company-wide meetings, and biweekly one-on-ones.
Pro Tip: Use asynchronous communication tools like Loom or video updates so that team members in different time zones can stay informed without the pressure of real-time meetings.
Problem 3: Diluted Company Values
In an office, the company’s values are often communicated through day-to-day interactions and leadership behaviors. But in a remote setup, it’s easy for these values to fade into the background, leaving employees feeling like they’re just working for a paycheck instead of something bigger.
Solution: Reinforce Core Values in Everyday Work
Ensure your company values are front and center in the daily operations of your team. You can do this by weaving those values into your company meetings, recognizing employees who exemplify those values, and even adding them to your onboarding process.
Pro Tip: Start meetings by highlighting an employee who demonstrated one of your core values that week, and encourage managers to give regular feedback in line with those values.
Problem 4: Disengaged Employees
Without the office camaraderie and team bonding, some employees may feel detached from the company. This disengagement can lead to decreased morale and increased turnover, which is costly in both time and resources.
Solution: Create a Recognition and Rewards Program
Public recognition goes a long way in making employees feel valued. Regularly shout out achievements—big and small—in team meetings, company newsletters, or on a public recognition platform. Consider establishing a formal rewards program for those who consistently go above and beyond.
Pro Tip: Use tools like Bonusly or Kudos to make it easy for everyone on the team to give recognition, no matter where they’re located.
Problem 5: Burnout and Isolation
The blurred lines between work and personal life in a remote setting can lead to burnout, especially if employees don’t feel connected to their coworkers. On top of that, the lack of in-person interactions can make isolation a real issue.
Solution: Promote Work-Life Balance and Mental Health
Encourage a healthy work-life balance by setting clear boundaries around working hours. Let your team know it’s okay to unplug after hours and take regular breaks. Offer mental health days, and consider setting up an employee assistance program for additional support.
Pro Tip: Introduce wellness initiatives, like virtual fitness classes or mindfulness sessions, to give employees opportunities to focus on their health and well-being.
Problem 6: Inefficient Onboarding Process
New hires in remote companies can sometimes feel left out if the onboarding process isn’t engaging or informative. Without the physical office experience, it’s harder for new employees to understand the company culture and feel like part of the team.
Solution: Develop a Culture-First Onboarding Program
Make onboarding more than just paperwork. Use this opportunity to immerse new hires in your company culture by sharing your values, mission, and how the team collaborates remotely. Pair them with a culture buddy who can introduce them to both the work and the social side of the company.
Pro Tip: Host a “welcome week” where new hires can virtually meet and interact with team members across departments. This helps them feel more connected right from the start.
Final Thoughts
Remote work doesn’t have to mean a weak company culture. With intentional efforts to foster communication, reinforce values, and prioritize employee well-being, you can build a thriving remote culture that keeps your team engaged, motivated, and loyal. Focus on solving the common challenges of remote work, and your company culture will remain strong no matter where your employees are.
Dr. Temitope Olukunle,
University of Freelancing.
https://weworkremotely.com/how-to-build-a-strong-culture-with-a-remote-team-8-ideas
