How can you build a strong team culture while working remotely?

As a leader the most important thing you must do is build trust. Trust is your currency. When you build trust, and you get to know your people- personally as well as career goals, you are in a position to advocate for them. You are also in a position to share how great they are to the rest of your team. Culture starts at the top and if you are belittling people or yelling at them, don't expect your culture to look differently. You also need to provide reasons for them to be connected. Whenever you can create a moment for folks to learn more about each other, they instantly become more invested in the team, the company and their shared goals. Try a kahoot or a game that allows for people to learn something new. It worked for me!!

My business has been 100% remote since launch day, 11 years’ ago - and we wouldn’t have it any other way! There are 8 of us, all female (not sure if that makes a difference), we work in different areas of the UK, from Durham to Peterborough with a few in between, and have a really exceptional team culture. We meet every Monday morning on Teams - and have a ‘freeform’ conversation that you might have around the water cooler .. “what did you do at the weekend”, along with a business update. We have a lively whatsapp group. We meet quarterly ‘in real life’ - day 1 being a business update meeting, overnight social then day 2, team development day with external facilitator. We attend industry events together too. It works for us!

1. We endeavor to teams chat (transparent to all and inclusive) instead of email (preferred communication method of the late 1990's, often unintentionally exclusive). 2. We commit to meeting regularly at a pre-determined time that's reasonable for all, regardless of time zone. 3. We celebrate the individual and collective achievements of our team, our clients and our partners - publicly.

Honestly, we haven't figured this out yet. I actually default to my team to come up with answers for this as they're the ones who request to be more engaged. The number 1 way so far has been to catch up at the end of every day virtually, asking the whole team, "what's your 1 highlight? and what are you doing tonight?" Sounds simple, but it works!

We've got great team culture and we all live in different cities. The key is not the frequency of the check-ins, but the quality and duration. In some remote work cultures, there are daily check-ins that are long and often pointless. While the organizers have the best of intentions -- to keep teams connected -- these meetings become a burden and end up doing more harm than good. We have quick check-ins a few times a week and then add more if we need them. Keeping the contact regular and short makes the interactions more meaningful and light. We always have an agenda and we try to get through it as efficiently as possible. And, perhaps most important, we NEVER have a meeting just for the sake of it. If there's no agenda, there's no meeting.

My team of 13 is 100% remote in the US. Here's how we foster connection: #1: All-hands team meetings every Monday. We take a few minutes for announcements. Then each person checks in with how they're feeling (red/yellow/green) and also answers a question posed to the group to get to know each other. This helps us get to know each other on a personal level at least weekly. #2: Two in-person offsites per year While we're remote, we invest heavily in getting together in person at least twice a year. Not only does this allow us to work alongside one other. It also allows us to let our hair down and get to know each other having fun. #3: Virtual happy hours. We do this every other week. We play a game. We tell stories. We connect.

Be keenly conscious of the balance of workload you and your team are juggling. Weekly 1-on-1 wellbeing check-ins are vital for building a strong rapport with your team, as well as ensuring they are open, honest, and not struggling with anxiety about work. Encourage a monthly lunch with the team to ensure face-to-face interaction. Most importantly, ensure you get to know them and if they are experiencing any personal issues that may affect how they work day-to-day. Show constant compassion and gratitude for their hard work and efforts!

Be open and clear with communicating the small details with respect to work. Having short 10 minute online calls always wins. Prime reason, being in touch with the team at all times!

In my experience, trust is everything! If you have good team members you must trust them as this will help in effective workflow and drive good results. Clear communication is another important factor, you should have a detailed meeting with the team on Monday to set the goals and deadlines for the whole week. The team will be accountable for meeting the deadline, and they will know the timeline for completing the tasks by the end of the week. This ensures no miscommunication, and the work-life balance will be maintained.

The most important is to set clear guidelines on deliverables with clear lines of implementation. Once team members are aware of what they’re expected to do, and they know when to escalate need for support, it helps the workflow without challenges. Periodic meetings and feedback is one way to ensure efficiency

Employees and teams who don’t feel as if they can trust others may bring that discomfort to everything they do on the job. They won’t take chances or go the extra mile because those actions could be criticized. They don’t cooperate with coworkers as much as they could because there might be nothing in it for them. And their lack of trust extends to how they deal with customers, which can sow seeds of mistrust between consumers and your brand, and ultimately hurt the organization. Building trust within your team requires more than simply saying, “I trust you.” Many execs claim to trust their teams, but then continue to micromanage, refuse to offer opportunities for growth, and are critical of the tiniest missteps.

Clear communication is paramount, and that’s hard when you’ve got dozens of chats and overlapping meeting invites to juggle. For me, as a leader, establishing clear quarterly OKRs and modeling weekly check-in’s around those objectives helps me stay current and gives my team the ability to focus on priorities (and decline meetings or mute chats if needed which is SO important in remote). Short but frequent 1-1’s give my team the chance to provide updates and tell me how I can support - do they need resources, guidance, or education, etc. I am aware of and respect boundaries. I don’t think of them as subordinates. We’re all a team. Respect and trust are not independent of each other. They know I am there to support and guide when/if needed.

The best way to build trust is to hire well. Hire people who come highly recommended and have the same passions and motivations as your team. For my team, it's making a difference in education, for example. There are no amount of micro-managing and overly detailed OKRs that can build trust if you don't hire well initially. Once hired, reinforce your company values and demonstrate them as much as possible. Trust your team, and it'll pay back in spades.

Building trust is a huge pillar all remote teams must stand on to be successful. Without it there will be chaos, backstabbing, and failure. Basically the Roman Empire 2.0. Team members need to trust that when they come forward with a problem they will get help rather than punishment. If the latter, then you won't create problem solvers, you'll create problem hiders. And if Ancient Rome has taught us anything, no problem can hide forever (Y tu Brute?) A great idea a friend once shared with me is that IT'S OK NOT TO HAVE THE ANSWER. It's the mark of a good leader to realize and recognize your limitations and when to ask for help yourself. Once you adopt this principle you'll find that team work really does make the dream work.

We're all paid professionals working at this company who pride ourselves on our work performance. Therefore, we should respect the idea that if there is an expectation of the work that needs to be done, the person who is responsible for that work WILL get it done, and get it done on time as well. THAT is how you determine accountability. Is that colleague/employee following through? Or are they dropping the ball?

Trust in Remote Teams Is as Rare as an Honest Politician Building trust and accountability in a remote setting? For some, that's akin to finding a unicorn. 🦄 Yet, without trust, your team is just a group of disconnected workers clocking in and out. Transparency and respect are the cornerstones of trust in remote teams. It's not about surveillance; it's about creating an environment where everyone feels valued and responsible for the collective success. Without this foundation, you're building on quicksand.

Empower your team, set clear expectations, and hold each other accountable. This builds confidence and fosters a supportive environment.

☕️Meet & greets are crucial for breaking the ice and establishing trust with teams, whether in person or remotely. I suggest arranging informal 1:1 sessions with all your colleagues to: - understand their backgrounds - hear about their current projects - learn their preferred working styles - discover their personal interests

Work can be carried out in any way remote or hybrid with open communication, trust and accountibility. It is important to communicate company values early. For creative work, the team manager's supportive guides to the team for new ideas, a communication bridge that will strengthen the business bond with teammates between departments, the deserved value of the task such as small rewards will keep the team work spirit and trust.

To build a strong team culture while working remotely, focus on celebrating diversity and inclusion. Embrace the diverse backgrounds and perspectives of team members, foster inclusive communication, and organize virtual team-building activities. Recognize and appreciate contributions, encourage feedback and growth, and implement virtual diversity and inclusion initiatives. Foster virtual collaboration through collaborative tools and platforms. By prioritizing diversity and inclusion, you can create a strong team culture in a remote work environment.

Diversity Often Gets Lip Service, But Rarely Action Talking about diversity and inclusion is easy; actually implementing it in remote teams is where most fall short. 🌍 Celebrating diversity isn't about ticking boxes; it's about weaving a rich tapestry of perspectives that strengthens your team. Inclusion isn't just a nice-to-have; it's essential for fostering a culture where every voice is heard and valued. Without genuine commitment to diversity and inclusion, you're just paying lip service to buzzwords.

Many businesses are now encouraged to have an 'open door' policy for any employee who has an issue can come forward without feeling intimidated. Organisations should be empathetic and supportive at all times. That the employer is willing to listen to new ideas and where appropriate implement them.

Building a strong team culture while working remotely requires intentional effort and creativity. Regular video check-ins, virtual team-building activities, and fostering open communication channels are key. Embrace transparency, encourage collaboration, and celebrate achievements to keep your team connected and motivated.

Diversity and inclusivity are essential components of a healthy and thriving workplace. After all, your diverse workforce brings their creative ideas and unique approaches to common problems. However, it's not enough for a company to just hire people of different cultural, ethnic, or other backgrounds; you also need to make them feel comfortable and respected. When employees feel appreciated, they are more committed to your company's success and engaged in their work. A diversity and inclusion committee usually involves representatives from all departments and levels of the organization. The principal goal should be to guarantee that the workplace is inclusive and welcoming for everyone.

Diversity and inclusion is the best recipe for great team work. When you allow people to contribute according to their best abilities, accepting diverse views and personalities, the results are tremendous. Making sure everyone in the team is heard, recognised and appreciated for how much this contribute to the team makes so much positive results.

Celebrate the unique perspectives and experiences each team member brings. Encourage open communication and respect diverse backgrounds for stronger collaboration.

Au sein d'un groupe de travail, il est important que chacun se sente écouté et ressente que son avis compte. À partir du moment où le climat ne permet plus l'échange, il faut rapidement renverser la tendance. Un collaborateur qui se sent jugé pour ses propositions finira par ne plus partager ses idées et son avis. Dans ce cas de figure, l'équipe se ferme des portes et cela peut ralentir le travail collectif.

My take is to build your relationships through simple conversations that dont have to go in depth but give insights of issues/hints/wellness (well meaning). This could be as simple as how team members are fairing on, family, physical and mental health or how last task challenging or easy may have made them feel or how their part time studies are going for those taking any classes. Showing interest in basic personal things in a professional way or empathy and compassion on basic issues that are not necessarily about work but they would spill on to work sometimes. This makes you all a "family team" where you easily understand each other and build trust because it is never 100% given.

Celebrating diversity and inclusion in a remote team involves creating a culture where every team member feels valued, respected, and included regardless of their background, identity, or perspective.

Coordination and collaboration come way before creativity. Remote working has been a learning curve for me and my team. Few practices that have helped me: • Allowing flexibility to my team to choose the tools and platforms they’re comfortable working with • Checking in at regular intervals if they’re facing any challenges with day to day operations and immediately addressing if any • Giving them the safe space to share their concerns/ideas/suggestions • Most importantly set up processes to eliminate ambiguity • Compartmentalising the day to optimise time

If collaboration is the rope then creativity is certainly the pulley. When they work together you can move mountains! A great way to strengthen both of them is with goal setting. By setting long and short term goals you give creativity a runway on how best to meet those goals. Remember to always lead by example and set your own goals first! When team members see your goals it encourages them to make their own parallel goals to help you all reach your highest potential. Goal setting also let's you better visualize a team plan on how best to approach each hurdle along the way. Whether it is identifying which tools to use or which team members to assign to each step, goal setting is a great way to move mountains together! 🗻🤝

Building a strong remote team culture involves regular communication, virtual team-building activities, recognizing achievements, and creating an inclusive environment that values collaboration and creativity. Foster open channels, encourage idea-sharing, and use video calls to enhance connection among team members.

Remote Collaboration Is More Myth Than Reality for Some For many teams, remote collaboration is like a mythical creature everyone talks about but few have actually seen. 🐉 Fostering collaboration and creativity in a remote environment requires more than just assigning tasks; it demands a deliberate effort to keep the creative spark alive. Utilizing digital tools for collaboration is just the beginning; the real magic happens when every team member feels empowered to contribute. Without active collaboration, your team's potential is just that—potential.

Fostering creativity and collaboration with a remote workforce necessitates deliberate strategies and tools to overcome the obstacles posed by physical distance. In addition to implementing effective strategies, it is crucial to encourage everyone to express their thoughts and ideas, as they may serve as the building blocks for incredible innovations.

Even when we work in the same room, office, and building, sometimes we still have different opinions and goals. People have their own ideas and our jobs are to make sure it aligns with us. Since the condition is remote, online group discussion is necessary and important to discuss what we had in mind, look at them and find the solution of each idea. Online docs also help people to see the progress and reporting it regularly will help the team to work better. Without discipline and speak up of habit, i think it's hard to have this collaboration going well.

Set clear goals and expectations: Establish a shared vision and ensure everyone understands their individual and collective roles in achieving them. Overcommunicate: Utilize different communication tools like online platforms, video calls, and instant messaging to facilitate frequent and open communication. Build trust and psychological safety: Encourage team bonding activities and informal interactions to build trust and rapport. Utilize collaborative tools: Leverage online platforms like shared documents, project management tools, and virtual whiteboards to enable real-time collaboration and idea sharing. Celebrate successes: Recognize & appreciate individual and team achievements to boost morale and encourage further collaboration.

It is intriguing to see how employees nurture creativity while working remotely. Ideas do not come just like that, but when they do, it is imperative to share them with your colleagues too! That is how team building and connectivity is fostered, synced in and strengthened. A quick virtual connect to feel each other's presence around and brainstorm the idea- creative, copy, music and what not. Employees need to be open to changes, share inputs, present their thoughts and be lucrative in their approach. Experiment to be efficient!

Remote collaboration is key to ensure trust amongst stakeholders! This is a key best practice to engage team members in brainstorming sessions and true problem solving

Foster remote team culture through regular virtual interactions, transparent communication, and a shared focus on values and goals.

As a leader making games or movies, you need to bring the fun and positive outlook to things, so that your team follow and it will also reflect in their work. It's important that the team feel comfortable and a sense of fun when working on a project, as a leader we have to ensure the fun is the core component across the studio so that it is reflected in the final product (games or movies) .. encourage the team to share fun ideas in dailies etc. If we are not having fun making it then how are we expecting our audience to have fun with the released product 😀

One of my work quotes is that “Leaders laugh”. And I mean this; if you want to establish a strong ownership mentality and create synergy between your team, creating an atmosphere for happiness is the way to go.

Building a strong team culture remotely requires creativity and intentionality. Foster fun and engagement by infusing humor, positivity, and camaraderie into your interactions. Celebrate wins, big and small, and show genuine care for your team members' well-being. In doing so you can contribute to creating a positive, productive, and fulfilling remote work environment!

I have been apart of lean but high performing teams and the reason we were successful was each of us had very different skills that were very complimentary to the teams overall output. We also prioritized fun. Whether it was offsite lunches at a new local restaurant, providing encouragement and recognition when achieving big milestones, and celebrating one another during the high and low times. When you ensure fun is apart of the culture and dynamic of a team, the end results will show!

I think a big part of this is to spend a short amount of time talking about non-deliverable-related stuff. So for example, sharing: 1) Peaks and Valleys from the week 2) One fun thing from the weekend 3) A favorite piece of content you saw online A lot of people don't want to *socialize at work* or want to keep things private, so finding ways to connect outside of the direct scope of your job works great. This also can lead to celebrating birthdays, a work anniversary, or highlighting team members who did something commendable to make them feel special and seen.

'Fun' in Remote Teams Is Often As Dry As a Desert Injecting fun and engagement into remote teams can sometimes feel like trying to squeeze water from a stone. 🏜️ But let's be clear: fun and engagement are not just about occasional virtual happy hours; they're about creating a work culture that celebrates life beyond the screen. It's about making every team member feel connected, not just to their tasks but to each other. Without a deliberate effort to foster engagement and fun, your team's spirit will wither in the digital desert.

Be the reason that the ping triggers excitement or curiosity, not fear. Regular updates on the team's activities can encourage further questions and engagement. People should receive more than just work requests.

I can think like a robot sometimes, so as an agency leader, building culture never came naturally to me. Switching to a fully remote team gave me an excuse to robotically program my fun and engagement, which felt corny—but totally worked. I set myself reminders to say good morning on Slack each day and set up recurring biweekly individual video hangouts with everyone on my team. I made a point of posting about TV and music and the news in our fun channels. After a few months like this, we had a stronger esprit de corps remotely than we'd ever had in person!

The best way I have seen promoting fun while working remotely is when you take a moment at the beginning of each meeting to make sure everyone is engaged! You can do it in a fun way, but once you get the momentum rolling it is always more fun for everyone when there’s 100% engagement!

An example my team likes to implement is scheduled work time. The entire department will show up on video for an hour. Most often everyone works on their own projects but also had time to ask questions or gauge interest on new test, or even ask for a quick creative review. But just as importantly, they are able to work and catch upon personal life or coffee break talk. How’s the family and how’s your house coming along are great on slack but even better when you don’t always have to type back your answer. You get more authenticity in the convo because it’s happening in real time. Our team is still productive and gets to truly interact with their coworkers.

Our team has and always will be remote. We have been remote for 11.5 years - before it was cool to remote! We work hard at making remote working look easy! It's all about 2 things - the tools and the people. The tools of Slack, Remo, Hangouts, Hey Orca, Milanote and Trello help us collaborate on everything we do and communicate throughout the day. The people on our team were all for remote working when they joined and we do regular team and 121 calls to ensure they feel fully engaged. Plus meet ups in person as often as possible.

One of the things you can do to help is give people opportunities to let people’s personalities shine. Try to see if you can highlight people’s non-work hobbies, talents, and activities. See if you can create digital spaces for people to socialize. If you can find a time to set up a Zoom hangout session, then you can start to build that bond you seek. Also, remember to highlight your organizations mission, vision, and values so people know what they are working towards. It helps it seem less like corporate drudgery if you are doing things with intention.

Check in on junior colleagues and provide sandbox sessions for new graduates to get to know the basics and outline email etiquette etc. Also be mindful of meeting times. Discuss and consider avoiding 8:30 and 4pm meetings to allow parents flexibility for the school run.

I love remote work, but controversially I would also add that in person meetings are an important part of building your team culture. They don't have to be very frequent, but they do create lasting memories and impressions that transfer into the online world.

I would like to talk about employee retention and nurturing them. Employee retention and nurturing are crucial for organizational success. Retaining skilled employees saves on recruitment costs and maintains institutional knowledge. A stable workforce enhances team cohesion and productivity. Nurturing employees through training and development boosts their skills, contributing to innovation and adaptability. Satisfied employees are more likely to engage passionately in their work, positively impacting company culture. Overall, prioritizing retention and nurturing creates a talented, loyal workforce, fostering long-term growth and success for the organization.

Put digital tools to use. It can help you set milestones for a project, keep the team on the same page and track progress. Working in isolation requires psychological safety. Schedule coffee break calls to check in on employees' mental health. Prepare a buddy system among colleagues to check in on each other. Remote work guarantees flexibility. Hence, you won't be in dearth of talent with different perspectives and backgrounds. This would be a right time to look into your DEI initiatives. Celebrate progress together, not just a final outcome. That way everyone in the team feels included.

Turn your camera on. Human connection is based on our senses. If we only read people while working remotely, the connection is with a screen, but when you have calls you feel closer to your peers and studies have shown that teams that turn their cameras on have more meaningful connections with peers -last longer- than folks who don’t.

Communication is key to building any strong culture! Our connection to each other is the base. To do that we need to have multiple touch points, this is even more important in a virtual environment. Create reasons for employees to connect online, have the space for them to connect on work as well as non work related subjects. Finding common connection points is key. 😁

Invest in training programs to equip your remote workforce. Recognize achievements publicly and offer flexible work arrangements to show you care. Remember, a happy team is a productive team!

Create informal spaces for team members to connect beyond work-related tasks. Host virtual coffee breaks, game nights, or themed dress-up days to foster camaraderie and strengthen interpersonal relationships. These casual interactions mimic the spontaneous conversations that occur in physical office settings, promoting a sense of belonging and community among remote team members.