How Corporate Leaders Can Build a Strong Remote Work Culture Today

According to WorkTime, 22.8% of American employees work remotely at least part of the time, which equals over 36 million people. However, 85% of business leaders struggle to trust that their employees are productive, while 87% of those employees say they are.

This means that it’s important to build a strong remote work culture, as mutual trust is vital to a company’s success. Here are the ways corporate leaders can do this.

Make Communication Intentional, Not Constant

Communication in any workplace should be clear, purposeful, and predictable, and this is especially true for a strong remote work culture. To do this, you must first establish which channels employees should use for different needs. Here are some examples:

• Instant message for quick questions
• Email for formal updates
• Video calls for important discussions

When you’re clear about which channels to use and when, this can prevent workers from feeling like they have to monitor every platform constantly. It can also be beneficial to be clear about response times so that employees aren’t expected to be available throughout the workday. The goal is to make communication easier, not more intrusive.

Build Trust Through Autonomy and Accountability

We mentioned before that there’s a lack of trust for most employers. The reality is that remote employees are more likely to thrive when leaders measure performance by results instead of visible activity, so it’s essential to give your employees autonomy.

Resist the urge to constantly check if workers are online or responding immediately. The better option is to establish clear goals, deadlines, and responsibilities. Your employees can then have reasonable freedom to decide how to go about accomplishing those goals.

Of course, accountability still matters, so having regular one-on-one meetings can be helpful. This gives you opportunities to discuss progress, obstacles, and how you can support your employees.

Create Opportunities for Genuine Team Connection

Working remotely may have its benefits, but what many people miss is the informal interactions that naturally happen in a physical office. This is why creating these opportunities deliberately is so important.

While you can have video meetings, you can also consider the following:

• Virtual coffee chats
• Team games
• Interest-based groups
• Occasional in-person gatherings

Don’t forget about physical touches, too. You can help reinforce team identity with things such as custom coffee mugs they can use during the workday. 

Make Recognition Visible and Consistent

Remote workers can easily feel like they’re forgotten, so you should make an extra effort to recognize their efforts. It can be beneficial to create deliberate systems for celebrating achievements, such as:

• Highlighting accomplishments during company meetings
• Sending personal messages from managers
• Offering professional development opportunities
• Creating peer-nominated awards

You should focus on meaningful contributions, too, and make praise specific. When you explain what an employee did and why it mattered, the recognition feels much more powerful. You can celebrate milestones, such as project completions or individual growth.

Prioritize Flexibility Without Losing Structure

One of the biggest advantages of remote work is the ability to work to your personal style and responsibilities. Corporate leaders can support this by focusing on core collaboration hours; make sure you still allow employees flexibility, though. This might look like permitting workers to:

• Shift their schedules
• Take breaks during the day
• Structure their working hours around family responsibilities

Just make sure that expectations are clear. For instance, your teams should know when they need to be available and which deadlines need to be prioritized.

Invest in the Remote Employee Experience

You might think that remote workers only need their homes, the internet, and a computer to do their jobs, but think again. You should consider whether they have these necessities to do their jobs effectively:

• Technology
• Training
• Resources
• Support

For example, you can provide them with reliable collaboration software or ergonomic equipment. You should also regularly ask your workers what’s making remote work difficult. You’d be surprised at what a difference small improvements can make.

When you deliberately invest in the employee experience, your remote workers are more likely to feel like they’re important parts of your company instead of afterthoughts.

Lead by Example With Healthy Work Boundaries

Boundaries between work and personal life can become blurred when working remotely, so lead by example. Avoid doing these things:

• Sending messages late at night
• Scheduling meetings outside normal hours
• Praising employees for always being available

Respect working hours and encourage your workers to disconnect when the workday ends. That doesn’t necessarily mean ignoring urgent business needs, though. Instead, it means creating a clear line between genuine urgency and unnecessary pressure.

Have a Stronger Relationship With Your Remote Workers

Even though they may be physically farther from you, your remote workers don’t have to be cut off from you and your in-office team. By actively trying to build a stronger relationship with them, you can show that they’re an integral part of the company and that they make a difference.

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