Thinking up fun ways for your team members to engage with each other is important, but very often loses steam after employees try it once or twice with an experience that they do not enjoy. Anything that creates friction for your team members' to attend, connect or engage with each other will limit participation. Take as much as possible out of the control of your team members so that all they need to do is do a little preparation and engage without the hassle of coordination or setup.
If you do not consider the impact of your communication as a leader your bad habits will trickle through the organization without any way of identifying or fixing the problem. In an office, you can observe impromptu interactions and communication. On a remote team, you can only see what is right in front of you on a screen.
It is okay to be critical of a remote team culture as it is essentially your office environment. Before accepting job offers in the past have you considered aspects of the job outside of your specific responsibilities? Of course you have.
In a study by MIT Nine out of ten CEOs and CFOs believe that improving company culture would increase their company's value. 80% of the same CEOs and CFOs ranked culture as one of the 5 most important factors driving their company's valuation. Company culture does not only improve processes and lower turnover, but it also impacts the value of a company. Looking at company culture from multiple perspectives makes it's importance clear.
Here are some of the pitfalls of building a remote team culture that you should expect and accept as a part of the journey toward an awe-inspiring work culture.
Company culture is not new, and neither is remote work. Combine the two and you just created a new challenge for your leadership team. In order to become a great brand, it is important that your company lives your brand culture from the inside out. Just like your brand, your company culture starts from the top.
Some of the most obvious signs that a company culture is toxic are high turnover, micromanagement, and general team misery. Some managers and founders put on a smiley facade and bandaids where ever they can to get you onboard, but it is not long before you start to smell the stench of culture rot.
Building a business culture is hard. There are so many factors to consider when creating shared values and goals across your organization. Defining those goals is easy, implementing the process required to build and evaluate those goals is the hard part.
Building a remote team can be one of the most incredible things you do for your company if you do it right - and doing it right can be tough. In fact, an astounding number of companies try to build great remote teams, hoping to have employed a highly efficient workforce, only to be disappointed.