8 Tips On Building And Maintaining A Strong Company Culture

By creating a sense of play in your company, you create a fun life to show up to every day. At Loop & Tie, we have a culture of laughter and learning that extends beyond direct responsibilities. Our team posts silly GIFs on Slack and jokes around in a way that helps new hires feel at home. Team members are also open about sharing their personal-development journeys. We meet every Friday to share both our emotions for our jobs and what’s going on at home. How often do you communicate the impact of your business?

  • These questions are personalized to their role, location, and anything else we think could help the rest of the team learn a little bit about them as a person.
  • If you are on a personal connection, like at home, you can run an anti-virus scan on your device to make sure it is not infected with malware.
  • Float has been fully remote since day one—we work from where we live best, and we have no physical headquarters.
  • We make it a point to show how our product impacts our global community, the kinds of stats we can all share with our families and feel good about.
  • 66% of job seekers consider a company’s culture and values as the most important factor when exploring career opportunities.
  • Our company Loop & Tie allows gift recipients to select a gift they want to receive or donate, and we choose new groups to donate to monthly.

Record the collective vision for your company culture, and store it in a centralized, easily accessible location. Educate new hires on that culture statement, regularly remind employees that it exists, and find it. Interested in joining a fully distributed remote team with a culture that supports living your best work life? Check out the current open roles on our Careers page. Many teams are using food delivery services like UberEats and Favor to send their coworkers snacks or meals on big days or for a meeting that used to happen in person. This is especially popular for meetings that happen during lunch.

Instead, leadership should be the biggest champions for your organization and your values. Leading by example, is crucial to developing and maintaining the company culture that you’re trying to create. Of course, maintaining company culture can be especially difficult in 2020 with the pivot to remote work. In this article, we’ll walk you through some tips for how to build and maintain a strong company culture and values virtually.

Company Challenges/Games – Some teams have begun emailing out a weekly or monthly challenge as a way to encourage engagement and personal health. Challenges could include activities like exercise, water intake, journaling, reading books, or community service. At the end of the challenge, one winner is selected for a small prize.

At our company, we have a #gratitude Slack channel where employees get to publicly praise each other and share gratitude for things in their lives. By doing this, we’ve created an outlet for our team to connect through celebration as a part of our culture. Encourage team-building activities, and provide the resources to make them happen. Carve out time for Friday afternoon drinks over video chat.

Set expectations for email response times and working hours. Double and triple down on communicating your values and expectations. Now is the time to remind employees that your values and expectations are still in place, even if people are working remotely.

Tips On Building And Maintaining A Strong Company Culture In A Virtual World

As mentioned at the start of this article, job seekers prioritize company culture very highly when considering a new job. People want to work for a company that’s aligned with their goals and values. If they don’t, then it’s likely that they’ll look elsewhere. Our last in-person meetup took place in 2019 in Athens, Greece.

how to build a team culture at work

That’s because company culture is somewhat abstract. A large part of it is built organically through specific decisions that are made over time, and it can sometimes morph into a culture that the business owner didn’t envision in the first place. But how does one go about building a strong company culture? We’ll dig into that in the next two sections. On the other hand, team-based cultures decentralize leadership and encourage employees to take on new roles and responsibilities as needed to complete a task or project.

Moderna Cfo Quits After Only One Day On The Job And Cashes Out With His Entire First

Educate your managers on the expectations and ask them to maintain those expectations at the team level. How does your culture include your employee’s friends and families? Employees are more likely to stay at companies that share their commitment to the people they trust the most in their lives. Making sure your culture serves employees outside of their dedicated job areas makes for a strong bond.

how to build a team culture at work

Employees spend a lot of their lives at work and away from their families. They want to work in a job or for a company that offers more than just a paycheck if they have the option. As a result, most employees will actively seek out companies whose how to build culture in a remote team culture aligns with their own life priorities. This concept is at the core of why company culture is so important. It influences outcomes from the top to the bottom of an organization and can dramatically affect an organization’s long-term success.

What Is Company Culture?

This could be a gift card, a few hours of PTO or a benefit unique to your organization. “Culture is the glue that holds your organization together. Leaders at companies may have a great vision for what they want it to be, but how that plays out on a day-to-day basis on your team might look different. Establishing and nurturing a great team culture is a balancing act, regardless of if a company is in-person or working remote,” says Michael.

If there’s one thing to take away from this article, communication is the key to success in building the best company culture. Define your values and goals as an organization. Communicate them regularly so that everyone in the organization knows they exist and buys into the collective effort.

But more importantly in this meeting, one team member highlights how they witnessed one of our core values lived out at work that week. This helps us keep our why at the front of mind and honor those living up to our values. When team’s lose sight of the “why” behind their work, workdays become checking off tasks and doing the bare minimum rather than feeling passionate about creating meaningful work that serves your customers. How do you support causes that are directly related to your employees’ life experiences? Our company Loop & Tie allows gift recipients to select a gift they want to receive or donate, and we choose new groups to donate to monthly. One of our employees is a breast cancer survivor, so for Breast Cancer Awareness Month, she selected charities that helped her in her journey.

Our New Family Leave Benefit: Supporting Your Best Work And Family Life

Connecting needs to be genuine and straightforward, and respectful of each other’s time. For more of a social event, we host what’s called The Midday Show every Wednesday. At this 15-minute hybrid event, we hold a challenge, interview, or group activity simply to let the staff blow off steam, see each others faces, and connect for a few minutes in the middle of the week. There are many non-comp ways to recognize and reward your team. While there’s no one-size-fits-all approach, every entrepreneur can start by taking a look at the culture he or she has and the workplace he or she wants to create.

If you’re a founder or CEO, then the values you hold and convey in your work will have a trickle-down effect on the rest of your employees. Determine what values you want to prioritize as an organization, and communicate them across the company. These are the guiding light for everything your employees do on behalf of the company.

Yet, despite the setbacks to connect in IRL, our team culture is thriving. If you are on a personal connection, like at home, you can run an anti-virus scan on your device to make sure it is not infected with malware. Already have a great one on one cadence with your team?

Send out regular pulse checks and employee satisfaction surveys to see how your employees are doing. Gauge their morale and overall sentiment toward virtual work. Take feedback and recommendations to heart, and implement whatever changes you can to better make the remote work experience. Who do you want to be, and who do you not want to be?

Remote Work

Clearly establish what characteristics you want to encourage at your organization, and which ones are not part of your vision. Drawing a line in the sand will help you firmly establish what your organization stands for, which will help guide your company culture going forward. The fluidity of company culture is one reason why it’s so important for business owners and managers to have an active hand in helping to create it. How an organization structures its leadership style, specifically, can have a significant impact on a company’s culture. We’re passionate about raising the bar when it comes to supporting our team to live their best work life and building a culture that rallies around that idea.

Being able to support her with this also helps us encourage other employees to think of ways we can support them in causes they care about. This has created a powerful positive snowball effect where other employees can see that the company is there to support them in ways personal to them. Most companies devote copious amounts of time to strategizing monetary compensation. However, as we collectively embrace more human-centric business practices over transactional cultures, it’s time companies have a clear strategy for their non-compensation plan. Next, you’ll want to think hard about the values you hold personally and as an organization.

Creating Light Touch Rituals

This can be done through culture workshops or consultations. When leadership puts people over priorities, team members have the opportunity to provide feedback, communicate confusion, and realign priorities. On top of that, these gestures serve as a constant reminder of the “why” behind your team’s work, giving employees exactly what they were afraid of losing by going remote. What this data tells us is that while there is a clear push for more remote and hybrid options, this leads many employees to fear a lack of connection to their teams and organization as a whole. Team members working from home may feel disconnected from their peers and leaders and disengaged from their work. Productivity and collaboration have become new obstacles for leaders to navigate.

Tell us how these meetings impact your work on a daily basis in the comments. I understand that the data I am submitting will be used to provide me with the above-described products and/or services and communications in connection therewith. https://globalcloudteam.com/ Bring your hiring teams together, boost your sourcing, automate your hiring, and evaluate candidates effectively. Employees understand what is expected of them and their peers and act according to those values and goals.

As challenging as this year has been for many organizations and employees around the world, there has never been a better time to pivot to virtual working. The tools and technology are in place to make transitioning to a remote company culture easier and more sustainable. When in doubt, consider reaching out to experts on how to create or improve company culture.

We’ve found that this tradition (we’ve done it enough times to call it that now!) helps us engage on a more human level right off the bat and provides our team with more «more than work» reasons to connect. For many teams this means tools like Slack and Zoom, but some industries have other creative solutions. Our product & Engineering team uses Discord, a tool typically used for gamers, but serves as a a free voice, video, and text chat app. Some prefer Discord for the ability to serve as a type of virtual office space, where co-workers can work “in the same room” as they would in an office.

For example, hierarchical leadership styles will create a more formal culture where expectations and job descriptions are set and somewhat rigid. The best company cultures are evident every day in the way employees interact with each other and the decision they make both as individuals and for the company’s collective good. Even though we’ve been remote at Float since 2012, our team culture continues to evolve and be driven by our people, processes, and values.

Distributed remote means that we’re truly global and hire on merit, not location. Part of company culture is setting expectations for how to interact with employees, carry yourself at work, and engage with customers. These expectations should be communicated clearly via your internal channels.

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