Is it feasible for a firm that exclusively is managing remote workers to establish and create a strong culture? It is true that the location of your employees’ workplace does not impact how you manage their attitudes and actions. You can maintain a company culture just as effectively with all of your employees working remotely as you are with your employees working under the same roof.
Top Tips to Inspire Company Culture In Managing Remote Workers
Nevertheless, creating a strong business culture in a physically remote location from the rest of the workforce has unique challenges. For instance, calling everyone on the floor and saying that there will be a meeting in the boardroom in five minutes requires less work than organizing an impromptu video conference meeting. The video conference requires more planning and preparation.
However, tackling the issue of the need for adjustments or changes in worker behavior is not any easier in person than it is over a Zoom session. As you are not eyeballed in close proximity, it is less difficult to communicate the bad news that change is required through the medium of video.
Here, we look at how to manage your company culture when dealing with distributed teams.
The good news is that it is very possible to effectively manage a motivated and productive remote team of workers.
Demonstrate the Core Values of Your Company Culture
Employers are frequently unaware that the culture of their organization is not what it ought to be.
It is possible that the warning indicators will not become clear until after production has already plummeted. It is possible that owners and top managers who are eager to bring in long-term workers oversell the atmosphere of their firm and the sense of community that exists there.
When something like this occurs, management has lost touch with the feelings of the workers. Your company’s goals and vision can be reviewed at any moment. Not only that, but changed, and shared with employees at any point in time.
Assume full responsibility for the culture of your firm and make it a habit to periodically restate the rationale for your core principles, which should include diversity and inclusion.
Encourage bottom-up cooperation. It means giving every employee a voice in determining which of the company’s core principles they find most relevant and exceptional.
Even while it is a good thing to end up with a list of values, documentation of the benefits that remote teams receive from the company in addition to their salaries is of the utmost importance.
Due to the limited opportunity for face-to-face interaction, distributed teams typically rely more on textual communication.
Your company’s culture paper has to be lucid, succinct, and describe the changes that have been made to the business. It should indicate how performance will be measured. Not only that but define the criteria that will be used to evaluate your team.
Then, clarify the expectations that you have for them. Make frequent references to this material and perform thorough reviews of it.
Orientation of Remote Employees
The absence of day-to-day familiarity is a problem for teams that work remotely. There is a decrease in the amount of idle chitchat and banter. Take the onboarding process a step further and customize how new employees are introduced to one another.
An informal sense of humor and a discussion of personal preferences, such as likes, dislikes, and the like, may be included in the welcome email.
In addition, you should hold social video team meetings, and the company should pay for the alcoholic beverages and food for every employee. If it is impossible for your team to get together in person, you may accomplish virtually the same thing by doing events online.
The process of welcoming a new person to the team may be a really enjoyable time.
By being conscious of the fact that communication is restricted in remote teams, we may better appreciate the necessity of attending these sessions. Not only will new members of the team feel more at ease as a result of these quick introductions, but they will also develop familiarity and team bonding across the whole firm.
Establish Goals and Priorities for Managing Remote Workers
Certain modes of communication, such as email, are designed for business-related exchanges, but others, such as Zoom and Slack, are more frequently used for chats of a more personal nature. You do not need to divide communication channels in this manner, but you will need dedicated space for one or both of them.
Your staff members, as is customary in an office atmosphere, will reminisce about their days and engage in some harmless squabbling among themselves. Your team members will be able to construct their own social culture that motivates collaboration if you establish rules that outline what tools there are for cooperating and talking with one another if you put these rules into place.
The fact that startups already have a lot going for them in the field of employee engagement makes it a less scary task for business owners to establish a strong corporate culture.
At the same time, new businesses face difficulties with being geographically dispersed. That includes difficulties in communicating and maintaining consistency. If the founders of a startup do not have a document that outlines the core values and guiding principles of their business, it may be difficult for them to maintain employee engagement.
If the owners of a firm can demonstrate that they live by their company’s principles, they will be able to entice more top-tier talent and build trust. With trust, employees voice their complaints, become friends with their coworkers, and take criticism.
Furthermore, employees are eager to receive input with that trust.
Distributing anonymous questionnaires that inquire about an individual’s level of pleasure and motivation is a good way to test whether or not your plan for increasing employee engagement is successful. Your business now has the information it needs to make adjustments to its plan.
More Tips to Manage Your Remote Workers and Maintain Company Culture
1. Outline Your Communication Strategy
When managing your remote workers, one of the first things you would need to do is clearly outline what your communication strategy is. This simply means that you should make your employees aware of what your communication process is.
For example, you should let them know what kind of problems require a video call versus a team meeting versus an email. Doing this allows for clarification on their end.
The best way to execute this is by documenting your communication plan. Then, they can always go back for reference.This simply means that you should make your employees aware of what your communication process is. Click To Tweet
2. Take Advantage of Technology When Managing Your Remote Workers
One of the great things about technology is that it makes remote work a lot more manageable. It is vital to leverage technology in order to effectively communicate with your employees. For example, using VoIP phone solutions for small businesses means you can easily make online phone and video calls between teams.
It only requires an internet connection for you and your team members to access calls, instructions, and updates, just like in an office. This is just one example of modern technology available for businesses working remotely to thrive.
You can do some further research to find out which other platforms will work for your remote workers. This year at Inspire To Thrive we have been doing more Zoom calls to go over workloads.
3. Have Regular Team Meetings
The importance of regular team meetings with remote workers cannot be overstated. And that goes for a video call as well. This is particularly useful because it allows all your team members to connect with each other, and builds a sort of team bond that can foster better working relationships.
More than that, it allows them to communicate openly with each other. This team meeting can possibly clear any miscommunication between each other or regarding the work they have done.
Finally, it allows you to know your employees better, especially their strengths and weaknesses.
5. Create Realistic Work Expectations
It is very easy to place very high expectations on your remote workers as you subconsciously think that just because they are at home, they have all this free time. Nevertheless, try to remember that remote workers still need a good work-life balance. Remember, they have other responsibilities to fulfill outside of work.
Make a conscious effort not to disregard their additional responsibilities by bombarding them with ridiculous amounts of work.
Manage your expectations of them, however, this doesn’t mean that they should get away with not doing their work. Allow for one on one communication.
Sometimes, employees need one on one meetings with you more than you think. It is very easy to brush this off as unimportant, but these conversations are especially effective in managing your team.
Remember that each employee is their own individual, and has their own personal needs.
Holding regular one-on-one meetings with your employees allows them to openly share their questions, struggles, and ideas with you. All without having to worry about distractions from other team members.
Bonus Tip for Managing Your Remote Workers
Once a remote worker has done the job, pay them immediately. I like to pay my freelancers here at Inspire To Thrive quickly. I do not want to make them wait to receive their compensation for the time they have put in.
Oftentimes, freelance workers and other remote workers may quit. Paying them on time ensures they will possibly continue to work for you. If you are late with paying them, they may look elsewhere for work.By paying them on time this ensures they will possibly continue to work for you. #remoteworkers Click To Tweet
How are you managing your remote workers today? If you are a remote worker, which methods do you prefer working under?
I’d love to know more in the comments below.
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