The rise of remote work has unlocked new possibilities for flexibile work arrangements and accessing talent globally. However, managing and engaging employees who are dispersed across locations presents unique challenges for organizations. Without the organic interactions that come with working together in-person, it can be difficult for remote teams to collaborate, innovate, and foster cohesion. More than ever, organizations need to be thoughtful and intentional about keeping remote employees connected.

Keeping remote employees connected refers to the strategies and best practices organizations implement to foster strong relationships, collaboration, engagement, and an overall sense of inclusion among employees who work remotely. The goal is to cultivate a thriving remote work culture where geographic dispersion does not impede the ability for employees to feel aligned with company values, connected to colleagues, empowered to do their best work, and committed to shared goals. Key elements include frequent and clear communication, opportunities for socializing and team building virtually, highlighting remote employee achievements, soliciting feedback, and providing mentorship and professional development opportunities remotely. Investing in keeping remote workers connected pays dividends in performance, satisfaction, innovation, and retention.

This article will explore best practices for cultivating a strong sense of alignment, belonging, and community across virtual teams. We will delve into strategies for communication, socialization, recognition, feedback, mentorship, and more. Additionally, we will examine real-world examples of companies with thriving remote cultures. While remote work brings complexity, with the right approach, organizations can overcome geographical barriers and build an inclusive environment where all team members feel valued, empowered, and dedicated to shared success. Investing in connections yields dividends for remote employee satisfaction, performance, and retention.

Here is a summary table for the key sections of the article:

Section	Summary
Define and Communicate Company Culture	– Encourage collaborative tools like documents, whiteboards, and breakout rooms – Train on best practices for remote teamwork – Facilitate team building and social conversations
Encourage Informal Virtual Socializing	– Provide channels for casual conversations unrelated to work – Host virtual events like coffee breaks for social interactions – Allow social time after meetings before closing virtual rooms
Overcommunicate Broadly	– Share company news/info extensively with remote employees – Summarize takeaways and follow up to ensure comprehension – Enable information flow organically in all directions
Provide Opportunities for Remote Collaboration	– Have managers hold open office hours for employee access – Encourage leaders at all levels to participate – Follow up on issues that surfaced in surveys
Spotlight Individual Employees	– Recognize remote workers through newsletters, meetings, intranet posts – Feature remote employee backgrounds, achievements, day-in-life – Avoid singling out only star employees
Measure Engagement	– Conduct regular pulse surveys to gauge remote worker morale – Supplement with 1:1s for human touchpoint on morale – Ask thoughtful questions and follow up
Provide Remote Mentorship Programs	– Facilitate mentor matching between remote employees – Train mentors on guiding remote mentees – Enable group mentoring cohorts
Host Virtual Office Hours	– Frequently request input on remote experience – Listen and implement suggestions – Close the loop by following up on changes made
Send Care Packages	– Mail branded/fun items quarterly to boost team spirit – Personalize with appreciation notes – Cater to location-specific needs
Gather Remote Employee Feedback	– Frequently request input on remote experience – Listen and implement suggestions – Close loop by following up on changes made

Define and Communicate Company Culture

A remote workforce can struggle to grasp the company’s values, mission, and culture without daily in-office immersion. Clearly communicate the company culture in writing, via videos, and in virtual meetings. Emphasize how remote employees contribute to and represent the culture. Send care packages with branded swag to connect employees to the company identity.

Inform new hires about the culture during onboarding through an orientation session. Assign them a culture buddy who can explain the norms and values of the organization. Have regular all-hands meetings for the CEO and leadership to reinforce the culture.

Share stories and anecdotes about how employees have demonstrated the culture in their work. Celebrate exemplars of your cultural values. This shows remote workers what it looks like to live the culture from afar.

Encourage Informal Virtual Socializing

Remote workers miss out on organic social interactions that occur in an office. Set up channels or groups for employees to chat casually. Host virtual coffee breaks or happy hours for employees to socialize informally. Send prompts for casual conversations unrelated to work. Make space for personal connections to be made.

Build in agenda-less time before or after meetings for social banter. Don’t rush to close virtual rooms right after discussions end. Allow relationship-building small talk to occur.

Create interest groups around hobbies, parenthood or identities. Enable like-minded social circles to emerge that employees can opt into. This creates natural social cohorts.

Overcommunicate Broadly

Without being in an office, remote employees lack the ambient exposure to news. They may feel disconnected from the loop. Share company announcements, news, wins, and losses broadly with the remote team. Overcommunicate to keep all employees informed and included.

Summarize key takeaways at the end of meetings and send recap emails to ensure comprehension. Follow up one-on-one if remote team members need clarification or more context.

Avoid just having select leaders cascade information. Enable it to disseminate organically in multiple directions through the virtual organization.

Provide Opportunities for Remote Collaboration

Collaborating virtually has challenges. Provide creative ways for remote employees to work together. Encourage the use of collaborative documents, team sites, whiteboarding apps, virtual breakout rooms, and more. Train workers on best practices for remote teamwork.

Build team cohesion and rapport through virtual icebreakers, games, or contests. This will ease connections between remote collaborators.

Enable informal virtual water cooler conversations before and after collaborative sessions. This builds social capital for effective cooperation.

Spotlight Individual Employees

Recognizing employee contributions is harder remotely. Spotlight remote team members through newsletters, the intranet, or in meetings. Feature remote workers’ achievements, backgrounds, or day-in-the-life. Make remote employees feel seen.

Profile remote employees from different functions and locations. This reminds everyone of the scope and diversity of workers being recognized.

Avoid singling out only remote superstar contributors. Recognition should validate all contributions from every corner of the remote organization.

Measure Engagement

It can be tougher to gauge remote employee engagement and morale. Send regular pulse surveys to check how workers feel about their remote experience. Ask for input on improvements. Listen and respond to concerns.

Supplement surveys with monthly one-on-one conversations between managers and remote direct reports. This provides a human touchpoint to assess morale.

Dig deeper than yes/no questions. Ask remote employees to rate statements or qualities. Follow up with open-ended input. Encourage anonymous responses.

Provide Remote Mentorship Programs

Mentorship and coaching relationships help employees feel supported in their growth and connected to the team. Facilitate virtual mentor matching between remote employees. Train mentors on best practices for guiding remote mentees. Schedule check-ins.

Match mentors and mentees who are in similar time zones to ease scheduling. But also connect remote workers across locations.

Establish mentoring cohorts for group mentoring. This allows connections and learning to emerge between multiple remote employees.

Host Virtual Office Hours

Make leadership more accessible to remote employees by having managers hold open virtual office hours. Employees can swing by to chat or ask questions. This provides informal Facetime for workers seeking connection. Publicize office hours.

Encourage leaders from across the organization to hold office hours. This prevents only senior execs from fielding all employee concerns.

During office hours, follow up on issues that surfaced in employee surveys or discussions. Demonstrate responsive listening.

Send Care Packages to Remote Employees

It is harder for remote workers to feel that sense of team spirit. Send monthly or quarterly care packages to employees’ homes filled with branded items, snacks, gift cards, and team memorabilia. Include personalized notes of appreciation.

Rotate sending care packages from different office locations or leaders. It reminds remote staff they are connected to a larger whole.

Get input from remote workers on what they would appreciate receiving. Cater to location-specific needs and preferences.

Gather Remote Employee Feedback

Employees may hesitate to speak up about remote work problems. Seek frequent feedback from remote workers about their needs through surveys and discussions. Be receptive to suggestions and responsive in implementing changes.

Supplement impersonal surveys with empathetic listening sessions where remote staff are encouraged to share candid thoughts.

Close the loop on feedback. Follow up with remote employees about how their input was applied to drive positive change.

The Rise of Remote Work and its Impact on Company Culture

Remote work has seen a significant rise in recent years, with technological advancements making it easier for professionals to work from anywhere in the world. This shift has profoundly impacted company culture, as it challenges the traditional notion of a centralized workplace and requires organizations to adapt their strategies to foster a sense of community and common purpose among remote team members.

One of the key benefits of remote work is the ability to attract and retain top talent from a global pool. When geographical constraints are removed, organizations can tap into a diverse talent pool, bringing together individuals with different perspectives and experiences. This diversity is invaluable for innovation and problem-solving, but it also requires an intentional effort to foster connection and collaboration among team members who may never meet in person.

Remote work also offers increased flexibility, allowing employees to balance their personal and professional lives better. This flexibility can lead to higher job satisfaction and increased productivity. Still, it also requires clear boundaries and effective communication to prevent burnout and ensure that remote workers feel supported and connected to their colleagues and the organization.

The Benefits of a Strong Remote Work Culture

A strong remote work culture brings numerous benefits to both individuals and organizations. When remote team members feel connected and engaged, they are more likely to be motivated, productive, and committed to the success of the team and the organization. This sense of belonging and purpose is crucial for remote workers, who may miss out on social interactions and informal conversations in a traditional office setting.

A strong remote work culture also promotes effective collaboration and knowledge sharing. When team members feel comfortable reaching out to each other, asking for help, and sharing ideas, the overall quality of work improves. Remote workers are more likely to be creative, innovative, and resilient when they have a network of supportive colleagues who they can rely on for feedback and guidance.

Furthermore, a strong remote work culture can help attract and retain top talent. In a competitive job market, organizations prioritizing connection and fostering a positive remote work culture are more likely to attract skilled professionals who value work-life balance and flexibility. By investing in remote team members’ well-being and professional development, organizations can build a reputation as an employer of choice, leading to increased employee retention and reduced recruitment costs.

Challenges of Fostering a Remote Work Culture

While the benefits of a strong remote work culture are clear, there are also unique challenges that organizations must navigate in order to foster connection and collaboration among remote team members. One of the main challenges is the lack of face-to-face interaction, which can make it difficult to build trust and establish strong relationships.

Without the ability to read body language and rely on non-verbal cues, remote team members must rely on other forms of communication to understand each other’s intentions and emotions. This requires clear and effective communication strategies, such as using video conferencing tools, providing regular updates, and setting expectations for response times. It also requires organizations to invest in training and development to ensure that remote team members have the necessary skills to communicate effectively in a virtual environment.

Another challenge is the potential for isolation and disengagement among remote team members. Without the social interactions that come naturally in a traditional office setting, remote workers may feel disconnected from their colleagues and the organization. This can lead to feelings of loneliness, decreased motivation, and reduced job satisfaction. Organizations must actively work to create opportunities for connection and collaboration, whether through virtual team-building activities, online forums, or regular check-ins with team members.

Strategies for Building Connection and Fostering a Strong Remote Work Culture

Building a strong remote work culture requires a combination of effective communication strategies, virtual team-building activities, and recognition of achievements. Here are some practical tips to help organizations foster connection and create a thriving remote work culture:

Effective Communication in a Remote Work Environment

Clear and effective communication is the foundation of a strong remote work culture. Without the ability to have face-to-face conversations, remote team members rely on written and verbal communication to collaborate and share information. To promote effective communication:

1. Use video conferencing tools: Encourage the use of video conferencing for important meetings and discussions. Seeing each other’s faces can help build rapport and understanding.
2. Set clear expectations: Establish guidelines for communication, including response times, preferred channels, and availability. This helps remote team members know when and how to reach out to each other.
3. Foster a culture of transparency: Encourage open and honest communication, where team members feel comfortable sharing their ideas, concerns, and challenges. This promotes trust and collaboration.

Creating Opportunities for Collaboration and Team Building Remotely

Collaboration is essential for remote teams to work together effectively. Creating opportunities for collaboration and team building can help remote team members feel connected and engaged. Here are some strategies:

1. Virtual team-building activities: Organize virtual team-building activities, such as online games, virtual happy hours, or virtual coffee breaks. These activities provide an opportunity for remote team members to connect on a personal level and build relationships.
2. Online collaboration tools: Utilize online collaboration tools, such as project management software or virtual whiteboards, to facilitate collaboration and keep everyone on the same page.
3. Pair remote team members for projects: Pairing remote team members for specific projects or tasks can help foster collaboration and build relationships. This allows team members to work closely together, share knowledge, and support each other.

Recognizing and Celebrating Achievements in a Remote Work Setting

Recognizing and celebrating achievements is crucial for remote team members to feel valued and appreciated. Here are some ways to recognize and celebrate achievements in a remote work setting:

1. Regularly acknowledge accomplishments: Take time to acknowledge and appreciate the work of remote team members. This can be done through public recognition in team meetings or private messages expressing gratitude.
2. Celebrate milestones and successes: Celebrate milestones, such as hitting targets or completing projects, by organizing virtual celebrations or sending personalized gifts or cards to remote team members.
3. Encourage peer recognition: Foster a culture of peer recognition where team members can nominate and appreciate each other’s contributions. This promotes a sense of camaraderie and support among remote team members.

Tools and Technologies to Support Remote Work Culture

Technology plays a crucial role in supporting remote work culture. Here are some tools and technologies that can help foster connection and collaboration among remote team members:

1. Video conferencing tools: Use video conferencing tools, such as Zoom or Microsoft Teams, for virtual meetings, team huddles, and one-on-one conversations.
2. Collaboration platforms: Utilize collaboration platforms, such as Slack or Microsoft Teams, to facilitate real-time communication, document sharing, and project management.
3. Virtual whiteboards: Virtual whiteboard tools, such as Miro or MURAL, allow remote team members to collaborate on visual brainstorming and planning sessions.

How Can a Strong Remote Work Culture Help in Leading Self-Managing Teams?

A strong remote work culture can enhance self-managing teams. Practical tips for leading self-managing teams include clear communication, setting clear goals, and empowering team members to make decisions. Remote work culture fosters trust and autonomy, allowing teams to thrive without constant supervision.

Case Studies: Successful Remote Work Cultures and Their Strategies

To further illustrate the importance of connection in remote work culture, let’s explore some case studies of organizations that have successfully fostered a strong remote work culture:

Case Study 1: Buffer

Buffer, a social media management company, has built a strong remote work culture by prioritizing transparency and communication. They have an open salary formula, where every employee’s salary is transparent to the entire team. This level of transparency creates trust and fosters a sense of equality among team members. Buffer also encourages asynchronous communication, allowing team members to work at their own pace and prioritize their own schedules.

Case Study 2: GitLab

GitLab, a web-based Git repository manager, operates as a fully remote company with team members spread across multiple continents. They have developed an extensive remote work handbook, which outlines their remote work policies and provides guidance on effective remote communication and collaboration. GitLab also organizes virtual coffee chats, where team members are randomly paired for informal conversations, fostering connection and building relationships.

Conclusion: The Importance of Connection in a Remote Work Culture and the Future of Remote Work

In conclusion, connection lies at the heart of a thriving remote work culture. Building and nurturing relationships in a remote work environment is essential for collaboration, motivation, and overall team success. By implementing effective communication strategies, creating opportunities for collaboration and team building, recognizing and celebrating achievements, and utilizing the right tools and technologies, organizations can foster a strong remote work culture.

As the future of work continues to evolve, remote work is expected to become even more prevalent. Organizations that prioritize connection and invest in creating a positive remote work culture will be better equipped to attract and retain top talent, promote collaboration and innovation, and succeed in the digital age. Whether you are a remote worker or a manager leading a remote team, the importance of connection cannot be underestimated. By fostering a strong remote work culture, you can create an environment where remote team members feel connected, engaged, and empowered to achieve their best work.

FAQ

What are some best practices for managing remote employees?

Some best practices include overcommunicating company information, providing opportunities for remote collaboration through technology, sending care packages to help employees feel connected, offering remote mentorship programs, and gathering frequent feedback from remote workers.

How can managers make themselves accessible to remote employees?

Managers can hold open virtual office hours where remote employees can swing by informally to ask questions or chat. Managers can also make themselves available for regular 1:1 check-ins with remote team members.

What are some ways to build company culture with a remote workforce?

You can communicate company values, mission, and culture frequently through writing, videos, and virtual meetings. Send remote employees branded swag in care packages. Encourage informal socializing through casual chat channels. Host virtual events for employees to interact socially.

How should recognition and rewards be handled for remote employees?

Recognition should be handled intentionally with remote employees through newsletters, intranet posts, or meetings spotlighting their work. Care packages, gift cards and other mailings help reward remote work. Managers should overcommunicate wins and praise.

What tools can enable collaboration for remote employees?

Whiteboarding apps, cloud-based documents, project management platforms, virtual meeting breakout rooms, and team sites can all enable remote collaboration. Training should be provided on how to leverage these tools effectively.

How can managers assess remote employee engagement?

Conducting regular pulse surveys with remote employees is key. Ask questions to gauge job satisfaction, feelings of inclusion, challenges faced, and suggestions. Listen to concerns and respond promptly.

How can remote employees be supported in skill development?

Facilitating remote mentorship programs allows for growth through coaching relationships. Virtual training courses, workshops, and speaker series can provide learning opportunities. Online courses and subscriptions can enable self-paced learning.