Developing and building a strong corporate culture is a complex process that involves many components, and there is no single right to success. So, how to create corporate culture during remote meetings?

Corporate culture in an online format – a new reality

The development of corporate culture is an innovative development of the enterprise in the modern economic environment in which instability and dynamics are inherent. The general transition to the spread of information resources and intellectual capital plays a fundamental role. Corporate culture is a complex of certain ideas, values, standards of behavior, moods, and ways of conducting the professional activity, which all members of the organization should share. But nowadays, companies should transform their corporate culture into an online format. For businesses around the world, 2020 was turbulent. The Coronavirus pandemic created a new reality that had to be adapted quickly, rapidly changing steel processes. So, the business environment is constantly changing and evolving. Here, the task of management is to ensure the proper adaptation and development of their organization and its readiness for change.

In many cases, members of remote teams are not even familiar with each other. However, thanks to modern management practices and the proper selection of online tools, distance work can be more productive than a standard office option. Like any new practice, the functioning of distributed teams faces unpredictable challenges and problems. And one of the essential questions that executives are faced with is how to form a corporate culture of a company whose employees have never met personally?

How to promote corporate culture in remote teams?

Building connections between people who are in the same place at the same time every day is much easier. Gathering office workers to go to the movies or have a beer after work requires minimal planning. As for the remote team, it is much more challenging to promote elements of corporate culture, although it is possible. There are factors to consider when planning the development of a corporate culture of a distributed team:

  • People are not physically able to meet.
  • Not everyone works in the same time zone.
  • Some people use a common space for work – coworking or a cafe, so they cannot speak loudly or move actively.
  • Internet speeds may vary from user to user.

The presence of remote access to information can help the teams quickly adjust the task and self-organize. The ability of the commands to self-organize and create their structures acquires even greater importance in the context of distributed work. The balance between open access to information and comfortable, protected spaces for general meetings is crucial for the psychological rapprochement of team members. Organizations need tools and rules that allow teams and individuals to find their balance, helping everyone solve one strategic goal.

People are the most important asset of any company. Consequently, making decisions in a distributed working space should be focused on a person, on the satisfaction of people’s social and psychological needs. People not only want to treat their employer well, but they also want to work in a company where they can be effective and respected. The huge advantage here is that people felt involved in the teams associated with other members and had every opportunity to focus on performing specific tasks.

So, maintain a connection with each other, discuss working moments, use tools for communication at a distance, and provide feedback to employees – these are four whales on which the success of the remote work is kept.