Best Ways to Create a Healthy Remote Work Culture

Transparency and clear expectations are the building blocks of any strong team environment. With remote teams increasingly becoming a ‘new normal,’ it’s vital to step up and create the culture you want for your company. Building a strong remote work culture is a necessity for businesses today. In fact, it is top of mind for many organizations work from home experience as they respond to business changes resulting from the global pandemic caused by COVID-19. By prioritizing regular check-ins with your team, you can improve communication, foster stronger relationships, and ultimately drive better business outcomes. If you’re looking to take your staff augmentation efforts to the next level, Trio can help!

Scale your engineering team quickly and effectively with talented and committed developers. Patagonia rewards their employees daily by prioritizing their wellness and encouraging them to take time off whenever needed. These two communication methods do wonders in a remote setting like never before.

Tip 5: Set Clear Boundaries

Once you’ve spotted these new values, it’s time to sprinkle those throughout your careers page, company description, and overall messaging. If cool office perks – e.g. food supplies, play room – and a more relaxed office life were your “thing”, try to transfer these to the home-office life. For example, you could emphasize your priority to work-life balance, flexible work schedules and discounts for local supermarkets or restaurants and food chains. Some studies find that workers are happier; others says workers experience more loneliness, irritability, worry, and guilt.

• Set expectations and make sure your team is equipped to meet them.
• Operating remotely means that there is going to be backstage that you won’t be able to notice.
• Culture is key when it comes to making remote work successful, and by focusing on the health and well-being of your team, you’ll be able to create a productive environment that benefits everyone.
• An occasional face-to-face meeting helps build a culture of remote work.

While you do not need to be on-call 24/7, make a point to be online and reachable at least a couple of hours a day. Designate regular “office hours,” or updating your status on platforms like Slack. Consider tag-teaming with other leaders so that there is always a manager online, and establish a chain of command so staff have a backup option if one party is unreachable. Because virtual supervisors cannot directly observe employees a greater level of trust is necessary.

Remote’s publicly available employee handbook

For Ad Hoc, finding people who could adjust well to remote work was crucial. Their written content often advocates for remote work so readers who are hesitant can understand the appeal. Their firm commitment to user-friendly automation and flexibility with software integrations makes them stand out as a flagship company in their respective industry. These are some companies that have chosen to go fully remote and are all the better for it. This documentation will give you a jump start when it comes to completing integral but repetitive tasks.