The world of work has changed dramatically in recent years. This raises new challenges for HR professionals, and the main one among them is the shift to remote and hybrid models. It’s a challenge for HR managers to keep the culture of organizations alive when the face-to-face human experience is out of the equation. The answer lies in a series of deliberate, strategic efforts.
Define Your Work Culture
Without a proactive effort, employees may interpret values differently depending on their background and personal ideas. HR’s role, therefore, isn’t just to communicate values; it’s to integrate them meaningfully into everyday tasks, creating a remote-working experience that is unique to your organization.
Make Values Part of the Employee Journey
Values should be present from an employee’s start to finish.
- Hiring: Ask candidates how they’ve demonstrated similar principles in past roles. This way, you ensure from the start that they understand and align with your company’s values.
- Onboarding: A virtual onboarding session doesn’t have to be different. Immerse new hires in your organization’s story and values and pair them with “culture buddies” who exemplify those values in action.
- Performance reviews: Include cultural contribution as a metric. This way, you can recognize employees who consistently live out company principles.
Technology as the New Cultural Hub
In a remote-first world, HR naturally relies on digital tools to connect and engage employees. However, it’s not only about the tools; there has to be room for the human element, and HR needs to use it strategically to reflect and reinforce the organization’s values.
Collaboration platforms, video conferencing tools, and chat rooms will become the backbone of your team’s communication. You can go a bit further by choosing platforms designed to boost your team’s productivity and connections:
- Project management tools: There’s a reason why many companies use project management software; they show team progress publicly, foster accountability, and can even introduce AI tools.
- Virtual whiteboards: This type of software enables everyone’s ideas to be seen, encouraging inclusivity.
- Security tools: Since risk management is a core duty for any employer, using tools like VPNs provides essential digital security, protecting sensitive client and personal data while building trust even across digital barriers.
Connecting Through Virtual Rituals
Any culture is strengthened through the right rituals. In a remote setting, these can be powerful connectors:
- Host Monday motivation meetings where leaders share a story linked to company values.
- Create monthly “Culture Champion” awards to recognize value-driven behaviors.
- Schedule virtual coffee breaks, hosted by HR, to promote informal bonding.
- Organize creative challenges that incorporate games like virtual pictionary to add a human touch and connect teams.
Empowering Leaders to Model Values
HR can’t carry the cultural torch alone. Managers and team leads must embody the company’s values through their actions. That’s why HR must provide structured training on:
- Leading with empathy and inclusivity.
- Recognizing and rewarding value-driven behaviors.
- Managing performance through cultural alignment, not just output.
Encourage Transparency
Small mix-ups with the tone or intention of a message can lead to misunderstandings that can grow into resentment over time. HR teams should lean on effective employee communication to avoid these situations. It’s a great idea to create a problem-solving manual for team members to know how to address uncomfortable situations with others.
Furthermore, leaders must also be encouraged to use the best language possible. Encouraging leaders to admit mistakes, share learnings, and celebrate team efforts reinforces authenticity and trust. In turn, employees feel empowered to bring their full selves to work.
Overcome Common Challenges
Even the most well-intentioned HR teams face obstacles in keeping values alive remotely. According to a recent report from Gallup, fully-remote workers are more likely to report experiencing loneliness and daily stress than in-office employees. Some other common challenges include:
- Digital fatigue: It’s natural for employees to feel tired if they have too many online meetings, which can make the culture feel forced.
- Loneliness: Remote employees can feel disconnected from the organization’s mission and from their coworkers. That’s why it’s so important to encourage bonding between them.
- Inconsistency: Recognize that value alignment will vary. While it’s normal for individuals to have different strengths, consistent communication from leadership is key to maintaining alignment.
Final Thoughts
Company culture doesn’t happen by accident; it’s built by choice and with everyday efforts. One thing is for sure: sustaining company values in a remote environment is not the same as replicating old office culture in a new system. HR leaders must adapt and transform their strategies to overcome new challenges.
Guest writer
