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As a business leader you always need new sales. Beating the competition means more than having the best product, it means having the best revenue strategy that will eat your competitors’ lunch. In today’s world of remote selling your team still needs all of the training and support that they needed when they were in the office, visiting customers, and going to conferences.
In today's world of working from home, a recession, and health concerns from a global pandemic, leaders need to do more than manage team members, they need to make sure that their team's core needs are being met. Gone are the days of only being concerned with personal growth and career achievements. Employees are now looking to meet more basic needs around safety, belongingness, and esteem.
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.
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.
Expecting team members to take on additional HR responsibilities on top of their deliverables to find times with other team members that they do not know, then independently organize a video chat using their preferred tool just isn't productive.
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.
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