Remote work poses multiple challenges to employers, particularly in the field of building a potent organizational culture and maintaining employee engagement. Leaders play a pivotal role in this process, as they must not only effectively manage dispersed teams, but also support employees in achieving a balance between professional and private life. Businesses need to find innovative solutions to effectively integrate remote teams and reinforce their bonds with the organization. So, how can these challenges be met?
Challenges related to remote work
Employers must face multiple challenges when building organizational culture in remote teams. Key issues include motivating employees, supporting their productivity, and creating an atmosphere based on engagement and long-term relations. Remote work also complicates the onboarding process of new employees.
“Onboarding in remote teams is a particular challenge. Employees not only have to familiarize themselves with the product or service but also find time to form relationships, both internal and external. This is especially important for young people who are just entering the labor market. Remote work mainly limits their ability to learn from more experienced colleagues,” says Konrad Michałek, Senior Director at Michael Page.
However, these challenges may vary depending on the industry. For example, in the technology sector, remote onboarding may be a natural process, while in the industrial sector, it could pose a significant challenge.
Essential practices in building a strong organizational culture in remote teams
A strong organizational culture in remote teams primarily depends on clear and regular communication. Recurring meetings are not only the foundation for transparency within the team but also a tool for effective work. Managers should build a culture of trust by creating a space for open conversations where employees know what is expected of them and are free to share their issues or needs. One-on-one conversations can be helpful, during which employers need to demonstrate active listening and a flexible approach.
For more integration and bonding, the managerial staff can undertake various initiatives such as volunteer actions or cooking lessons. These provide a perfect setting for integration in a more informal atmosphere and encourage employees to regular personal meetings.
“Regular online meetings and stationary initiatives are crucial in building a strong organizational culture. Without such forms of interaction, employees may feel a lack of belonging and support, leading to frustration and a desire to change jobs. Strong relationships between team members encourage greater integration, and employees often arrange meetings after work hours, which additionally strengthens the team,” adds Marta Kozak, Executive Manager at Michael Page.
Remote work and burnout
Remote work, though it may offer more flexibility, often complicates establishing healthy boundaries between professional and private life. It’s important that employees have defined work hours, regular breaks, and the possibility to plan longer restorative leaves. Employers should monitor the staff’s job load, ensuring a fair distribution of duties. Access to psychological support programs could also prove helpful to mitigate burnout risk.
“It is worth noting that the more blurred the lines between work and private life in remote teams get, the less attention employees pay to their mental and physical health. In such a situation, burnout is easy to fall into. Members of dispersed teams should schedule specific times for meals and short breaks such as a 10-minute stretch or a walk with the dog. Such practices can considerably boost their well-being,” says Marta Kozak.
The vital role of leaders
Leaders, intending to increase loyalty and engagement in remote teams, should primarily show highly developed empathy. They must understand that people working from home could have varied conditions and issues. Appreciating and rewarding achievements, even the smallest ones, is also crucial, especially in remote work where spontaneous expressions of recognition are harder to come by. Communication should be regular but not invasive – extra phone calls or video conferences should be announced in advance for employees to understand the meeting’s purpose and not to feel controlled.
“Leaders cannot forget about the professional development of employees – remote work should not limit that. Actually, the remote work environment creates many opportunities that can be harnessed to support team competences. Online training, workshops, and courses must be tailored to employee needs, allowing them to develop skills at their own pace. Additionally, mentoring sessions, which can take place as virtual meetings, provide an opportunity for individual development and building relationships with more experienced colleagues,” sums up Marcin Fleszar, Associate Director at Michael Page.
Leaders should continuously enhance their tech skills to effectively manage a remote team. Technology plays a pivotal role in dispersed teams in terms of communication, collaboration, and task organization. Implementing new tools might contribute to higher engagement, and thus increase the efficiency and success of the entire team.
Source: https://managerplus.pl/wyzwania-pracy-zdalnej-jak-liderzy-moga-budowac-silna-kulture-organizacyjna-i-wspierac-zaangazowanie-zespolow-rozproszonych-57751
