Remote Workforce Best Practices for Culture

The coronavirus pandemic has made the remote work environment commonplace in many industries. But the benefits of telework also bring new challenges for culture compliance. Issues with their company culture! We see high turnover because your once highly sought after culture has become disconnected due to no longer sitting at a desk in the office. The “next to each other comradery” has been lost.
Let’s define culture: “An organization’s culture defines the proper way to behave within the organization and sets the context for everything the enterprise does.”
On Google, company culture it is defined as, “A company’s culture is a collection of shared values, beliefs, attitudes, standards, behaviors, and purposes that are reflected in the way people work together.”
What is my perspective on company culture? It is HUGE in every aspect of any organization. Do we lose our company culture when we work hybrid or remote? Although it improves company flexibility and employee incentives, it doesn’t help all the effort you have put in the past to build a strong workforce culture.
The Society for Human Resource Management (SHRM) speaks about remote working in this way: Many U.S. workers now consider work/life balance and flexibility to be the most important factors in considering job offers. In fact, 81 percent of employees said they would be more loyal to their employers if they had flexible work options, according to a 2020 survey by FlexJobs.
From my perspective in researching the remote and hybrid workforce, and being a remote worker myself, two things come to mind:
- It is very important for organizations to sustain their culture in an ever changing world of how we work, and;
- Employees want to still belong to a team no matter where they are seated to do their job.
Other things that come to mind: They don’t want to be forgotten about, and they want to experience a fun atmosphere when they start their workday! They want fair pay, even though they no longer have the traditional work expenses and they want interactive training and development to still occur. They want a manager that cares about them and values them, even though they don’t see them in person. They want to engage with their peers and collaborate with one another on projects and team-building.
Is this doable? It is!
Here is what your company will need to do to achieve all this and more: Find a trusted partner with remote/hybrid experience that will breathe life into your organization and build your remote culture from the inside out.
At Extraordinary Workforce, we are able to tee up what your needs are, digest your concerns and provide you with a solution that will work when you have a remote culture. Your plan will include company remote standards and compliance, remote employee development and training and engagement practices to keep your employees happy coming to work on Monday morning.
They already have flexibility, now let’s give them a culture that they don’t want to leave!