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4 Ways To Inspire And Build Culture With Remote Workers

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If business leaders have learned anything positive from the COVID-19 pandemic, it’s that companies can survive, and even thrive, with a remote workforce. During tough times, learning how to adapt and be flexible will make a huge difference in the long-term health of a business. 

Before COVID-19 taught us to be more accepting of remote work, many businesses held onto the outdated beliefs that working from home would be unproductive. During the last few months, it’s clear that the old beliefs are not true, and remote work or to varying degrees may be here to stay. It’s not a perfect answer for every business. But if you do employ remote workers, here are some ways to keep your entire team on the same page whether they are in-office or at home.

  1. Make sure remote workers are involved. Having a solid, strong company culture from the get-go is important. Remote employees may feel separation anxiety, and finding ways to include them in everyday business activities is essential. Proceed with department, team or project meetings as normal via Zoom or another video meeting platform. If there are staffers on-site during the meetings, be sure remote workers feel their input is valued by creating a meeting process where everyone’s voice is heard equally and in a professional manner.
  2. Give remote workers the same tools for success. Often, on-site technology is the best your company can provide its workers. When staff members work from home, are you providing the same technology to those workers? If they are to be successful and feel valued, make sure they have access to and are provided the same equipment and programs as their on-site co-workers. A level playing field helps all employees feel part of the overall success of the business.
  3. Recognize all employees for good work, regardless of their location.

With a workforce that is divided by physical barriers, keeping the team in teamwork matters even more. When remote staff members feel on-site workers have an advantage by being at the company offices, they may feel left out. Remote workers can and do perform outstanding work, so be sure to acknowledge every employees’ accomplishments through various communication channels like weekly emails, or weekly progress reports so remote workers have a sense of inclusion.

  1. Lead by example. Remote workers should be a part of your management development and advancement process. If you do not have a plan for this, carefully evaluate your promotion or advancement process/procedures and think about how you can develop and reward your remote talent. It’s important all team members feel that your business is thinking about their future too.


What we are finding and even reconfirming is that remote workers of all levels are just as efficient and valuable as their in-house co-workers, and are sometimes even more productive. COVID-19 has shown businesses there are alternatives to the typical “all in office” business model. Those who are willing to adapt and change with the times are going to fare better when faced with issues down the line. Don’t just talk the talk. Walk the walk and show your team you are there for them whether they work in offices or remote. They will appreciate it.

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