How to build and sustain an organizational culture in a remote setting

Building and sustaining an organizational culture in a remote setting presents various difficulties, however, it is not unfeasible. The culture of your company forms the core of your organization, comprising the values, objectives, and mission of your business. It’s not something that can be established quickly, but rather it’s a collaborative effort between employees, human resources, and management.

A robust organizational culture is imperative in maintaining employee engagement, motivation, and performance, particularly in a remote setting where employees may experience feelings of disconnection from the company and their colleagues. 

The purpose of this piece is to examine ways to establish and keep an organizational culture in a remote work setup. We will discuss why and how to define your core values, the different types of work culture you can implement, invest in leadership training, and promote a positive and productive work environment for remote employees. By understanding these factors, organizations can ensure that their remote employees feel connected, engaged, and motivated, which can lead to improved performance and overall success.

What is Organizational Culture?

Organizational culture refers to the values, beliefs, behaviors, and customs that shape an organization and its members. It encompasses the way things are done within an organization and the shared assumptions, values, and norms that guide behavior.

The company’s mission and values, leadership styles, communication patterns, and work environment are often expressed as the “personality” of the organization.

Organizational culture can be positive, neutral, or negative, and it can be shaped by the actions, decisions, and behavior of the leadership, as well as by the employees themselves.

Why is Organizational Culture Important?

Organizational culture is defined by the leaders and their employees of the company. The way the firm operates, how its employees interact with one another, and how the team interacts with external parties—in particular, with customers, partners, suppliers, the media, and other stakeholders matters. It shows what boundaries and guidelines a company uses to encourage and inspire employees. We surveyed over 10,000 tech professionals and found that company culture accounts for 44% of employees staying at a company.

Organizational culture has a significant impact on employee behavior, motivation, and satisfaction. Creating a positive culture can lead to increased employee engagement, higher job satisfaction, and lower turnover rates. 

A strong organizational culture can also benefit the organization as a whole. It can help attract and retain top talent, increase productivity and profitability, and improve overall performance.

 A company with a culture that promotes ethical behavior, sustainability, and social responsibility can not only improve its reputation but also contribute to the well-being of society and the planet.

Types of Organizational Cultures

Understanding the various organizational or corporate cultures can help you better understand how to shape the culture of your organization as it grows over time. Let’s dive into several different types of organizational cultures that can be identified, each with its characteristics and traits. Some of the most common types include:

Clan culture: A strong sense of family and community is what distinguishes this culture type. Teamwork and collaboration are highly valued, and there is a strong sense of loyalty and belonging among the workforce.

Adhocracy culture: This culture promotes independence and originality. It encourages individuals to be daring and think differently. The emphasis is on being innovative and trying new things.

Market culture: This culture places a heavy emphasis on competition and achieving success. Individuals within this culture are highly driven to attain results and there is a strong focus on performance and goal attainment.

Hierarchy culture: This culture follows a rigid hierarchy and has a distinct division of duties. Individuals have specifically defined roles and there is a clear chain of command and distinction of authority.

Cultures of Innovation and Entrepreneurial: This type of culture is characterized by a strong focus on innovation, experimentation, and risk-taking. Employees are encouraged to be creative and to think outside the box.

Cultures of Sustainability and Social Responsibility: This type of culture is characterized by a strong focus on sustainability, ethical behavior, and social responsibility. Employees are encouraged to act in ways that are good for the environment and society.

We surveyed over 10,000 tech professionals and found that company culture accounts for 44% of employees staying at a company. A company’s personality is reflected in its company culture, which is shaped by the values, assumptions, actions, and experiences of its personnel. Therefore, having positive organizational culture is crucial for businesses because it can have a big impact on employee satisfaction, productivity, and financial performance. The majority of firms have a distinctive culture that is a fusion of various components, not simply one kind.

Define Your Core Values and Communicate Your Culture

Core values are the fundamental beliefs and principles that guide an organization. They are the foundation of an organization’s culture and shape its behavior and decision-making. It is important to identify your core values and ensure that they align with the organization’s mission and goals and follow inclusive workplace practices.

Once the fundamental values of a company are determined, they should be conveyed to all team members and integrated into the company’s procedures and policies to demonstrate their importance. This can be done through employee onboarding, regular communication, and training programs. It is also important to ensure that the leadership team models and reinforces the core values in their behavior and decision-making.

In terms of communicating your culture, it is crucial to be transparent and clear about the expectations, norms, and behaviors that are expected within the organization. This can be done through written policies, regular communication and training, and by creating opportunities for employees to give feedback and share their thoughts and ideas.

It’s important to note that the culture of an organization is always evolving and needs regular reviewing, measuring, and updating to make sure that the culture and values are aligned with the current context and the goals of the organization.

Be Transparent, Flexible, and Consistent

After COVID-19, employees have been facing a lot of stress, and prioritizing transparency, flexibility, and consistency in remote work culture has become even more crucial now than ever. Employers should establish an environment where employees feel comfortable sharing their concerns and begin each meeting by inquiring about the mental and emotional state of each employee. 

Transparency means being open and honest with employees about the organization’s goals, plans, and decision-making processes. This helps to build trust and confidence in the leadership team and creates a sense of shared purpose and direction.

Flexibility means being able to adapt to change and being responsive to the needs of employees. This can involve being open to new ideas and ways of working and being willing to make adjustments to policies and procedures as needed.

Consistency means being in accord with the way that decisions are made and policies are enforced. This helps to create a sense of fairness and predictability within the organization and helps to build trust and confidence among employees.

Together, transparency, flexibility, and consistency help to create a positive and productive work environment where employees feel valued, respected, and supported. They also help to create a sense of shared purpose and direction within the organization, which can lead to better collaboration and teamwork.

Focus on Overall Well-Being of Employees

If the company focused solely on increasing profits and production at the cost of overworked and stressed employees, then the after-effects of such a company culture are high turnover rates and low morale.

Especially in a remote setting, work can take over the entire day, as the factor of commuting vanishes and there are no boundaries to work and life.

Therefore, the company’s leadership needs to prioritize the physical, mental, emotional, and social well-being of employees. It includes work-life balance, flexibility, paid time off, and job satisfaction.

When an organization prioritizes the overall well-being of employees, it leads to an increase in productivity and better performance.

There are a few ways organizations can focus on the overall well-being of employees:

• Provide resources for mental and physical health: Offering employee assistance programs, counseling services, and health promotion activities can help employees maintain their mental and physical health.
• Recognize and reward employees: Recognizing and rewarding hard work and achievements can boost employee morale and motivation.
• Establishing a secure and healthful workplace: Organizations can promote the physical and emotional well-being of employees by creating a secure and wholesome work environment.

An important component of creating and sustaining a great company culture is putting a strong emphasis on the overall well-being of employees. Establish a pleasant and encouraging work environment where employees feel appreciated, respected, productive, and encouraged.

Encourage Feedback And Recognition

To foster open communication and feedback among team members, one must create a supportive and safe environment where individuals feel comfortable sharing honest feedback. This can be done through employee surveys and suggestion boxes. Leading by example is crucial when fostering a culture of feedback within a team. By actively seeking and providing feedback yourself, you can effectively encourage others to do the same

It has been well-established that recognition can serve as a powerful motivator for employees. As an employer, one can utilize this concept by acknowledging the efforts and contributions of their team members through various means such as bonuses, promotions, or public recognition. This serves not only to boost employee motivation but also to foster a sense of pride and ownership among the team.

It is also important to make sure that employees feel their feedback and recognition are valued and acted upon. This can be done by responding to feedback promptly, providing meaningful feedback to employees, and creating opportunities for employees to grow and develop based on their feedback and recognition.

Create a Collaborative Environment

Creating a collaborative environment in the workplace can help foster teamwork, creativity, and productivity among employees with the help of virtual team-building activities. Some ways to create a collaborative environment include:

• Encouraging open communication: Encourage employees to share ideas and perspectives openly and regularly.
• Fostering teamwork: Create opportunities for employees to work together on projects and assignments.
• Building trust: Create an environment where employees feel comfortable trusting and relying on their colleagues.
• Encouraging participation: Encourage employees to participate in decision-making processes and provide them with a sense of ownership in the company.
• Emphasizing shared goals: Communicate the company’s goals and objectives, and how each employee’s work contributes to achieving them.
• Recognizing individual contributions: Recognize and appreciate the unique contributions of each employee, and how they contribute to the team’s success.
• Providing learning opportunities: Encourage employees to learn from one another by providing opportunities for mentoring, coaching, and skill-building.
• Supporting a healthy balance between work and life: Urge employees to maintain a healthy balance between work and personal life and to take time off as needed.

Creating a collaborative environment requires effort and commitment from everyone in the organization, but the benefits of teamwork, creativity, and improved productivity can be significant.

Support learning and development

The concept of learning within an organization has become increasingly important in today’s fast-paced business environment. To demonstrate a commitment to continuous learning for all employees, it is essential for organizations to make development opportunities inclusive and accessible across the entire organization.

The practice of learning and development will be unique for every organization, but it is important to provide an array of opportunities for “soft and hard skill development” in a wide array of delivery formats to meet the diverse needs and abilities of learners. This may include options such as asynchronous learning, in-person training, self-paced e-learning, and virtual instructor-led training. Furthermore, it’s also important to consider the accessibility of the training, ensuring that it’s accessible to special needs employees and can be accessed from any device. These actions will drive innovation in the workplace.

Lastly, offering mentoring and coaching programs can be a valuable way for employees to learn from experienced professionals, and can also provide opportunities for experienced employees to pass on their skills and knowledge to others.

Invest in Leadership Training

Investing in the training and development of leaders within an organization is a strategic decision that can have a significant impact on the company’s overall success and drive innovation. Developing effective leadership skills is vital for guiding the direction of the organization, creating a positive work environment, and motivating employees. Such an investment can result in long-term benefits for the organization and its employees.

Some of the ways organizations can invest in training their leaders include executive education programs which provide leaders with the knowledge and skills needed to effectively manage and lead their teams.

Leadership development programs focus on developing the specific skills needed for leadership roles such as communication, decision-making, problem-solving, and strategic thinking. These programs can be tailored to the specific needs of the organization and can be delivered in various formats such as classroom instruction, online training, and mentoring. 

Additionally, providing opportunities for leaders to attend conferences and networking events can also be beneficial as they can learn from industry experts and connect with other leaders in their field. 

Overall, in a remote setting, company culture takes on a new level of importance as it helps to bridge the physical distance between employees and create a sense of connection and belonging. Company culture is a key factor in determining the overall employee experience. It shapes the employee’s perception of the company, the way they feel about their work, and the way they interact with their colleagues. It also has a direct impact on employee productivity, job satisfaction, and overall well-being.